"I'm writing this having just witnessed Usain Bolt stroll into sprinting immortality. It was the most amazing 100m final I've ever witnessed, the reason being that it was the closest across the field. Bolt set an Olympic record in securing Gold but he was pressed all the way..."
I'm writing this having just witnessed Usain Bolt stroll into sprinting immortality. It was the most amazing 100m final I've ever witnessed, the reason being that it was the closest across the field. Bolt set an Olympic record in securing Gold but he was pressed all the way by the likes of Blake and Gatlin, with every competitor bar the injury-hit Asafa Powell submitting a sub 10 second time.
While you may be wondering what this has to do with recruiters requirements, it seemed a relevant example of how standards have increased in both sprinting and the job market. When employers advertise a position these days, they receive so many responses that sorting alone takes a not inconsiderable amount of time and effort. The result being that alternative methods for identifying and recruiting the top talent are coming into play. And so, without much further ado, here's five things recruiters want from you:
1.Clear branding. If you can't articulate who you are, what you have to offer and where you want to go, recruiters aren't going to waste precious time and energy in trying to tease the information out.
2.Clear results. CVs, both online and print version, need to illustrate individual successes and results. Skill sets are of little value without application to achieve results.
3.Progression. How have previous experiences, jobs, successes and failures enabled you to become a better employee and how does that make you valuable to a future employer? It seems similar to point two, however, it is worth mentioning on its own because it perfectly illustrates how an individual might develop, as well as other characteristics such as self-assessment, honesty and adaptability.
4.Suitability. It's quite common now for recruiters to utilise behavioural interview techniques to assess those areas beyond the remit of your standard résumé. These can determine whether certain candidates are suitable for a certain type of organisation, the particular stresses and strains, the size, the role, the requirements, etc. No word here on what these 'tests' might be or how to prepare for what they may throw at you, just know that you need to be aware of this and to plan accordingly.
5.Personality. Make yourself more than a piece of paper. Sounds easy enough, but this can be done in a variety of ways. Try and go above and beyond the requirements set down. It's not just about working hard (though it helps) and volunteering, but also includes establishing a relationship with recruiters if possible, one which is as beneficial as possible for all concerned.Jordan, GRB Journalist