Congratulations! You’ve submitted a great resume, personalized it to the specific job to which you’re applying and the recruiter called you to schedule a phone interview for a corporate job opening.
Enter me, or someone like me, the recruiter.
I’ve looked at every resume that was submitted to the job posting. I proactively sourced passive candidates, too, from at least five other places. Only 3% actually met the hard requirements. And 1.5% weren’t scattered with misspellings, bad grammar and weird hobby information and relationship statuses.
You and I schedule the call. On average, for that position, my goal is to submit 2-3 people per week, knowing that to meet that goal, I need to find 5-7 candidates who qualify on paper.
My interviews are conversational. I really want to get to know you as a person to determine if you’ll fit into our culture. I also really want you to succeed and get the job.
When we talk, I set up the call for you so you know what to expect. I like to start with your latest position, understand what the company does, what your role is, why you’re looking to leave and get compensation information. After obtaining information about your last five years of employment, I present you with our company history, culture, direction, values and a few details about the role.
Before I present that to you, though, I ask you something. Here are the typical scenarios:
Scenario #1
“So, have you had a chance to look at our website?’
You: “Yes.”
Me: “What’s your understanding of who we are and what we do?”
You provide a good and detailed explanation of what you read about and how you would contribute.
In my notes, I write, “Did really good due diligence, etc.,” and happily submit you to the hiring manager.
Scenario #2
“So, have you had a chance to look at our website?’
You: “Yes.”
Me: “What’s your understanding of who we are and what we do?”
You: “What?”
Me: “What’s your understanding of who we are and what we do?”
You: “Um.” You try to wing it.
What I think: “Get outta here.”
What I say: “Ok. We had a good conversation and I’m going to submit you, but here’s our website.”
(If we had a great conversation, I’m forgiving.)
What I write in my notes: “Did not do due diligence. Tried to wing it. Good conversation before that, though.”
You’d get submitted, but compare yourself now to Scenario #1 and put yourself in the hiring manager’s shoes. Who would be your candidate of choice?
Scenario #3
“So, have you had a chance to look at our website?’
You: “Yes.”
Me: “What’s your understanding of who we are and what we do?”
You: “You know, I’m sorry, but I wasn’t sure of your website.”
What I think: “You really should have asked for it when we scheduled the phone screen, or have been able to figure it out by my email address and put on your calendar to do some research.”
What I say: “Ok. We had a good conversation and I’m going to submit you, but here’s our website.” What I write: “Did not do due diligence, but was honest about it.”
Better than Scenario #2, but still not as good as Scenario #1.
Hiring managers are looking for oomph, honesty, and integrity. And pssst…they LOVE it when you do your due diligence.
