10 Outrageous Things Applicants Have Done that Did & Didn’t Work

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by Elaine Quayle

Candidates want to stand out from the crowd and be memorable. However, sometimes their outside-the-box methods work, and sometimes they just bomb.

“Employers typically aren’t looking for the most outrageous  candidate, they’re looking for the best fit,” said Rosemary Haefner, vice president  of human resources at CareerBuilder. “Thinking outside the box is great, but  the stunts that work best are the ones that showcase your relevant skills and  abilities. The focus of the interview should be why you would be a great  addition to the team, and not what you’re willing to do to get noticed.”

10 most outrageous things that worked:

1. Candidate contracted a billboard outside of the employer’s office.
2. Candidate gave a résumé on a chocolate bar.
3. Candidate showed up in a suit with a red T-shirt underneath a white shirt. The red T-shirt had a message—“Hire me, I work hard.”
4. Candidate asked to be interviewed in Spanish to showcase his skills.
5. Candidate crafted the cover letter like an invitation (similar to a  wedding invitation) to hire her.
6. Candidate climbed on a roof the employer was repairing  and asked for a job.
7. Candidate performed a musical number on the guitar about why he was the best candidate.
8. Candidate volunteered to help out with making copies when he saw interviewer’s assistant was getting frazzled.
9. Candidate repaired a piece of the company’s equipment during the first interview.
10. Candidate sent a message in a bottle.

10 Most outrageous  things that didn’t work:

1. Candidate backflipped into the room.
2. Candidate brought items from the interviewer’s online shopping wish list.
3. Candidate sent a fruit basket to interviewer’s home address (which the interviewer had not given her).
4. Candidate did a tarot reading for the interviewer.
5. Candidate dressed as a clown.
6. Candidate sent the interviewer some beef stew with a note saying, “Eat hearty and hire me—J.”
7. Candidate placed a timer on the interviewer’s desk, started it, and told the interviewer he would explain in 3 minutes why he was the perfect candidate.
8. Candidate sent the interviewer a lotto ticket.
9. Candidate wore a fluorescent suit.
10. Candidate sent in a shoe to “get his foot in the door.”

http://trendpersonnel.com/index.php/en/news/item/109-10-outrageous-things-applicants-have-done-that-did-didn-t-work

How to Stand Out Among the Crowded Applicants?

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By Jombay

#1: Use Common Sense

You’d be surprised by how many people don’t even use simple logic while applying to jobs.

• It’s common logic that a .Net developer must not apply to content writing jobs
• It’s common logic that if the job description says only graduates should apply, under graduates aren’t qualified
• Again, it’s common logic that if you are instructed not to send in your resume as the employer end cannot receive attachments, you should do it

Yet, most people simply do not heed these. Why?

Candidates are impatient -They don’t spend time reading the job description in full. They randomly go to job sites apply to 50 or more companies at one stretch and then site back expecting calls to pour in. I have news for you. It isn’t going to work that way!

Take the time and effort to apply individually to the jobs that match your profile the best. Most importantly, use common sense while applying for the job.

• Read the job description thoroughly. Only if you fit the description apply for the job
• Customize the resume with the employers industry and job role each time you apply for a job
• Follow instructions carefully. Some recruiters ask candidates to send resumes with certain keywords in the subject line. This is done so that the recruiters know the candidate has read the job description fully. Even if you are fully qualified for the job, if you don’t include the keyword, your email will see the trash folder only!

#2: Make Use of Cover Letters

Most job applications posted on job portals might not explicitly specify that they need a cover letter.

However, recruiters expect you to send one in along with your resume.

A cover letter helps you set the stage. It convinces the employer that they should go through the resume and invite the candidate over for an interview over all the other candidates who applied (often in the hundreds or in the thousands range).

A well-crafted cover letter helps you display your professionalism and your real interest in working with the company. If you are not truly interested in a company, you are not going to spend time creating a cover letter; are you?

While your choice of using a covering letter maybe good, equal care must be taken that it shouldn’t be a copy paste version of the many templates you get online. These templates must only be used as reference, not copy pasted entirely and changes made here and there to suit your needs.

How to Make Employers Get Back to You?

Follow-Up

Most candidates think that applying to the job is all they need to do and the employers will schedule an interview with them. In an ideal world that should happen for qualified candidates. We, however, live in a non-ideal world where people have so very less time, and there are hundred things to be done.

Recruiters always look to lighten their load and they sometimes don’t get back to the candidates unless they follow up. This serves two purposes:

1. Their workload is severely reduced
2. Only interested and qualified candidates take time to follow-up. These are much better hiring leads to spend time on rather than the hundreds of “give-me-a-job” applicants

http://trendpersonnel.com/index.php/en/news/item/108-how-to-stand-out-among-the-crowded-applicants

5 Common Interview Questions — and How to Answer Them

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By Michael Kingston

An essential part of interview preparation is formulating answers to specific questions. And there are some standard questions that frequently come up during an interview. Here are five of the most common interview questions, as well as what the employer is looking for in your response.

1. Tell me about yourself

This is the most predictable yet sometimes the most frustrating of all interview questions. The interviewer has a copy of your résumé in front of her so why ask the question? This is simply your opportunity to present yourself in the best possible light.

For best results:

• Focus on three or four areas within your résumé that are relevant to the job opening.
• Be concise. Limit your moment in the spotlight to two or three minutes maximum.
• Show enthusiasm. Hiring managers love a genuinely interested candidate.
• Don’t get personal. Focus solely on your professional achievements.

A vital element to interview preparation is researching the company, including its background, structure and current industry trends. Employers are most impressed by candidates who have taken the time to thoroughly investigate their brand. To stand out from the competition, always check current press releases or company updates on the morning of your interview to reiterate your enthusiasm and interest in the role.

2. What do you know about the company?

A vital element to interview preparation is researching the company, including its background, structure and current industry trends. Employers are most impressed by candidates who have taken the time to thoroughly investigate their brand. To stand out from the competition, always check current press releases or company updates on the morning of your interview to reiterate your enthusiasm and interest in the role.

3. What are your strengths and weaknesses?

This is another favorite from the lineup of interview questions and answers. Responding to the strengths element of this question should be relatively straightforward if you have thoroughly analyzed the job posting and identified the key skills needed. By highlighting your personal strengths that most closely match the company’s needs, you are emphasizing your suitability for the role. When it comes to weaknesses, restrict it to just one. It’s not a trick question; everyone has weaknesses. The key is to demonstrate your willingness to work on improving them. Admitting to a weakness also shows a level of self-awareness.

4. Why do you want to leave your current position?/Why do you want this job?

Most candidates typically respond to this question by outlining what benefits they will gain from accepting a particular job. The employer ideally wants to know not only what the company can do for you but what you can do for the company. What aspects of your qualifications and experience will add value to the organization if you are offered this job? If you are currently employed but miserable in your present role, it is essential to focus on the benefits of joining the employer, rather than how terrible your predicament is. A negative attitude is one of the principal reasons that new employees fail to succeed in a new job.

5. Where do you see yourself in five years’ time?

Unless you’ve been peering into your crystal ball recently, it’s impossible to give an accurate answer to this question. What the employer is looking for is an indication of long-term commitment. If you are the preferred candidate, will their investment pay off? Your response should imply that you intend to stick around and grow your career with the company. You may also want to turn the tables and ask the hiring manager where she sees the company in five years’ time.

 

http://trendpersonnel.com/index.php/en/news/item/107-5-common-interview-questions-and-how-to-answer-them

Recruiting the Best Candidates

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The best candidates out there are the ones that not only allow you to interview them, but they in turn interview you. They typically reached out to you first regardless of current job openings or not. They have great follow up and don’t just send a resume for review. They go the extra step and call HR or travel to the office and come in to speak with someone. They have initiative.

They don’t want to just choose a job with a company because they have values and understand what it takes to be successful. They want to make sure that your company will help support them in achieving the goals they have in mind both personally and professionally.

When having an interview with a candidate, don’t sugar coat the challenges your organization faces. Be open and honest. Describe what the issues and problems and how it could be a challenge for the candidate. Ask him or her how they feel about those challenges.

Make sure to take note of their reaction(s) and what they say. This will indicate whether they are up for the challenge, feel they can contribute or maybe that they’re about concerned.

If the candidates answers are broad and rehearsed then they didn’t research the company,  the industry or maybe even the position. Look for the real answers and reactions. 

 

http://trendpersonnel.com/index.php/en/news/item/106-recruiting-the-best-candidates