Mistakes Candidates Make and How To Avoid Them

During my career in recruitment I’ve met a significant number of candidates.  Most of them present themselves very well, but there are some that don’t.  Here are my observations of some of the mistakes candidates frequently make and how you can avoid them.

1. They request information about the role or ask for a copy of the job description when the information they are asking for is already available i.e., online. Making contact with the hiring manager or recruiter can be a great way to help you stand out, but it can backfire if you ask for information that is readily available as this could be perceived as showing a lack of initiative.  A job description, where the role is based and an overview of the type of experience required can, on most occasions, be found online.

2. Their application doesn’t include a covering letter. A covering letter (or lack of one) tells you a lot about a person.  A covering letter that is well written adds “colour” to an application, can reveal the personality of a candidate, and articulates their motivation for applying and why they believe they are a strong fit.

3. They arrive late to interview. This one’s easy – do everything possible to not arrive late. If it does happen then at the least be very apologetic and ring to say you are running late.  You will salvage your application and remain in contention if you offer a profuse apology and give a genuine reason.  I know interviewers and panels often keep candidates waiting, but two wrongs….

4. They dress inappropriately. The best advice I can offer here is to mirror the dress of those interviewing you.  This helps build rapport and helps create a perception that you’re “one of them”. If you’re unsure what to wear it’s perfectly acceptable to ask.

5. A lack of preparation. If a candidate hasn’t properly prepared themselves then this will be apparent to the interviewer.  Do your due diligence on the organisation, the job you’re applying for and those interviewing you.  The internet makes this easy so there’s really no excuse for not being prepared.  Be sure to have some intelligent, considered questions to ask the interviewers at the end and make sure your questions are not all about ‘what’s in it for you’.

And finally….

6. If you are unsuccessful in your application, accept feedback in the spirit that it’s given in. Very occasionally I find myself going around in “circles” explaining to a candidate why they weren’t offered the job.  Calling a candidate to deliver bad news is never easy no matter how many times you’ve done it.  A candidate “throwing their toys” by saying “it’s their loss” or “I wouldn’t have taken the job if it was offered to me anyway” won’t put you in a good light.  Sure, ask for constructive feedback, but try to be magnanimous in defeat.

Next time I’ll look at the biggest mistakes people hiring make. There are many.