You've spent hours perfecting your CV, you've memorised a few key interview answers, and you're ready to start your job hunt. But as you click "send" on yet another application, a question lingers: what are recruiters really looking for?
It’s a question every job seeker asks, and the answer is more complex than a simple list of skills. Recruiters, whether they're in-house at a company or working for an agency, are not just ticking boxes. They’re looking for a combination of hard skills, soft skills, attitude, and a compelling narrative that shows you’re the right person for the job.
In a competitive job market, understanding the recruiter's mindset is your secret weapon. This article will break down exactly what recruiters are looking for at every stage of the hiring process, from the first glance at your CV to the final handshake.
A recruiter's inbox is a battlefield of applications. They often spend just a few seconds scanning each CV before deciding whether to read on or move on. Your primary goal here is to make an immediate, positive impression.
Your CV is your first chance to make an impression. It must be clean, easy to read, and professionally formatted. Recruiters are often looking for two things: scannability for human eyes and compatibility with Applicant Tracking Systems (ATS).
ATS Compatibility: Most large companies use ATS software to filter applications. These systems search for keywords from the job description. If your CV doesn't contain these keywords, it might be automatically rejected. Ensure you've used relevant terminology from the job ad to describe your skills and experience.
A Strong Professional Profile: Your CV's opening statement, or professional profile, is crucial. It should be a concise summary of your key skills, experience, and career goals, tailored specifically to the job you are applying for. Think of it as your elevator pitch on paper.
Concise and to the Point: In the UK, a two-page CV is generally the standard. Recruiters are busy, so get straight to the point. Focus on your most recent and relevant experience.
Recruiters don't just want to know what you did; they want to know the impact of your work. Instead of vague statements, use numbers, percentages, and metrics to quantify your achievements.
Example 1 (Vague): "Was responsible for improving social media engagement."
Example 2 (Quantifiable): "Increased social media engagement by 30% over six months by implementing a new content strategy, leading to a 15% rise in website traffic."
This approach turns a passive description into a compelling story of success. It shows a recruiter that you are results-oriented and can deliver tangible value.
There is no excuse for a spelling or grammar mistake on your CV. Recruiters see this as a major red flag that indicates a lack of attention to detail and professionalism. A simple error can be the reason a great candidate is overlooked. Always, without fail, proofread your CV multiple times or have a friend check it for you.
Once your CV has passed the initial screening, the recruiter will delve deeper into your background. Here, they're assessing not just what you've done, but how well your skills and experiences match the role's requirements.
Recruiters are looking for a blend of technical expertise and interpersonal abilities.
Hard Skills: These are the technical, teachable skills specific to a job, such as coding languages, data analysis, or a specific design software. They are the foundation of your ability to do the job.
Soft Skills: These are personal attributes that enable you to interact effectively with others. Recruiters place immense value on soft skills because they determine how well you will fit into a team and a company's culture. Key examples include communication, teamwork, problem-solving, adaptability, and emotional intelligence.
Your CV should show your hard skills, but your cover letter and interview answers are where you demonstrate your soft skills.
Recruiters are increasingly valuing candidates with transferable skills, especially in a market where people are changing industries more frequently. These are skills learned in one job that can be applied to another.
For example, a teacher has exceptional communication and presentation skills, which are highly valuable in a corporate training role. A retail manager has excellent leadership and customer service skills, which are sought after in project management or account management. Highlighting these skills can make you a strong candidate even if you lack direct experience in the new industry.
Recruiters want to see a clear career path and a record of stability. Frequent job-hopping, especially if the roles are short-lived, can be a red flag. It might suggest a lack of commitment. However, if you have changed jobs often, be prepared to explain the reasons clearly and positively (e.g., "I was seeking a role with more opportunity for growth" or "I wanted to gain experience in a different sector").
The interview is where you bring your CV to life. It’s no longer about a list of skills; it's about your personality, your passion, and your ability to articulate your value.
Recruiters hate vague answers. They want specific, concrete examples of your past achievements. The STAR method is a powerful tool to structure your answers:
S (Situation): Briefly describe the situation or context.
T (Task): Explain the goal you were trying to achieve.
A (Action): Detail the specific steps you took to complete the task.
R (Result): Describe the positive outcome of your actions.
Using this method shows recruiters you can provide evidence of your skills and contributions, making your answers more memorable and credible.
Recruiters are looking for genuine enthusiasm for the role and the company. They want to hire someone who is excited about the mission, not just the salary.
Cultural Fit is a key concern. This doesn't mean you have to be identical to everyone else on the team. It means your work style, values, and professional attitude align with the company's culture. You can demonstrate this by discussing how your previous experiences prepared you for the company's environment.
The interview is a two-way street. When a recruiter asks, "Do you have any questions for me?" your answer is a crucial part of the process. Having no questions is a major red flag that suggests a lack of interest.
Ask questions that show you've done your research.
Ask about the team structure, the company's biggest challenges, or the day-to-day responsibilities of the role.
Avoid asking about salary or holiday entitlement in the first interview. These topics are usually best saved for later.
Knowing what to do is important, but knowing what to avoid is just as crucial. Here are some of the most common red flags for recruiters:
Speaking Negatively: Never, ever, speak badly about a former boss, colleague, or employer. It’s unprofessional and suggests you might bring a negative attitude to their company.
Lack of Preparation: Not knowing what the company does or what the job role entails shows a lack of effort and genuine interest.
Inconsistencies: Recruiters will verify your CV. Lying or exaggerating your experience will eventually come to light and can be a career-damaging mistake.
Unprofessional Communication: Poor email etiquette or a rude demeanor at any point in the process can quickly take you out of the running.
At the end of the day, recruiters are looking for a complete package. They want someone who not only has the right skills and experience on paper but also the right attitude, enthusiasm, and cultural alignment.
Your job is to make their job easier. By presenting a professional, well-researched, and honest representation of yourself, you can move from just another applicant to a top-tier candidate. Remember to tailor your approach to each role, use numbers to show your impact, and be ready to tell your unique professional story.
Ready to put these tips into practice? Start your journey on MyJobsi.co.uk today.
