Staffing Recruiters Won't Hear Top Candidates Say these 6 Things

If you want your organization to be the best, you have to hire the best. Staffing recruiters never know exactly what to expect top candidates might say during an interview, but they know what they don’t want to hear.

Staffing Recruiters Won’t Hear Top Candidates Say these 6 Things

Staffing recruiters might not want to hear these six things from candidates during an interview, but they should be prepared to coach candidates away from these types of responses as they move toward final interviews. If you’re on the other side of the table, someone interviewing for a job you really, really want, it’s good for you to know these six things recruiters don’t expect to hear from top candidates.

6 Things Staffing Recruiters Won’t Hear Top Candidates Say in an Interview

I already answered that in my resume.

If you made it to an interview, it’s because the recruiter already glanced over your resume. The reason why the recruiter is asking you about what your degree was in college is to see if you can succinctly and effectively communicate an answer, not because they don’t know.

Answering resume questions often leads to other conversations that give you an opportunity to connect with the recruiter. For instance, if you answer: “Oh I majored in business administration, and I was part of the business fraternity at my school.” Now the recruiter can tell you that they were also part of that same business fraternity at a different school. BAM, connection made. Bottom line, every question the recruiter asks is intentional.

Bottom line: What’s the money and benefits package for this job?

(Or any variation of asking about salary or benefits.) This line makes it seem as if you are only interested in this job for money or benefits, and it’s something you don’t need to ask until invited to during final interviews or when a job is actually offered to you. In early interviews, staffing recruiters will tell you about the broad scope of the position as well as ask you background questions and visualize whether you will fit the role, and your questions back to the recruiter should roughly align. In other words, you should be asking questions that help you determine whether the type of work required is work that interests you and represents a logical “next play” in your professional career.

That said, it doesn’t mean you can’t get a general idea of the type of compensation package that might eventually be on the table. You may find that these questions have answered on Glassdoor.com by current or previous employees in the same (or a similar) position. You can also find out more information about the indirect benefits of working at the company, based on employee reviews left on the site.

Something’s come up and I can’t make the interview.

Things come up in life, people understand. What recruiters don’t understand is why this thing came up on the day of a scheduled interview or the night before, and why you weren’t able to plan further ahead (barring truly unforeseen emergencies). If you do have to reschedule an interview, give staffing recruiters a wide range of availability and be prepared to be flexible. If you need to reschedule it is up to you to take the lead and ask the recruiter about their availability.

My (current) boss is a nightmare; let me tell you why.

Even if your current boss is a nightmare, you never, ever say it in an interview. Positivity is a key skill every recruiter looks for. Can you take a rough situation and spin it into a learning experience? The recruiter is thinking, “if I hire this person as a manager, how will their team react if they aren’t positive and leading by example?” Chances are very high the recruiter will not hire you if take up valuable interview time by talking poorly about your previous boss.

I hate doing that kind of stuff.

Not only does this make you look like a Negative-Nancy, this statement also makes you sound non-educated. Every task you have ever done has led to your current skill set. If the recruiter asks what you like in your current role, show them enthusiasm and talk about what you have gained from that experience. If the recruiter asks what you dislike in your current role, keep the list very short and turn every one of those points into a learning experience. By asking the question of what do you dislike, all the recruiter wants to hear is how did they deliver the disliked task, and how did they overcome it.

I’m lost. Where’s your office again?

Prepare, prepare, prepare! Google Maps is a wonderful thing. Check out the route from your house to the interview office far in advance of your interview. Make sure you also account for traffic. It is a good best practice to drive the route at least once before you actually have to go to the interview if you’re unfamiliar with the area. Also leave at least a 30-minute buffer period in case you take a wrong turn or there is sudden construction on the road. Calling and asking where the interview is shows the recruiter that you didn’t prepare your route, and you did not research their address to input in your maps app. Asking for assistance starts your interview on a sour note, and you definitely don’t want that.

Impressing staffing recruiters is the first step for candidates who are looking to move up or move on in their professional careers. This first impression determines whether second, third, or final interviews will result in job offers, and may even influence the ultimate compensation package that will be offered, based on the staffing recruiters notes and recommendations. Make sure that you know what you will say – and what you won’t say – before this all important first interview phase.

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