1. What are some interview and resume red flags?
Spelling mistakes, a lack of information like dates or the employer, and poor formatting are all red flags. Gaps in employment and a high number of employers aren’t inherently a red flag, but worth getting into.
Candidates who arrive for an interview incredibly early or late, who are unable to demonstrate their personality, and who rail against previous employers are all candidates who will be continuing their job search.
2. Do recruiters still want to see a cover letter? Should I be sending a cover letter even when it isn’t being asked for?
No. Take the time to cater your resume to the opportunity versus writing a letter I’m not going to read.
3. In an interview, what will set me apart from other candidates being considered for a role?
Being able to let your personality show through in an interview will greatly improve your visibility in the candidate pool – another way to consider this is being able to respond with the why as well as the what when asked about a project or previous position.
4. What are some good sample questions that, as a candidate, I can ask the recruiter or hiring manager?
“What does success look like in this role in six months?”
“What are things that I could do to stand out in this role?”
“How would you describe the team dynamics?”
“What are the next steps?”
5. Is there a way to prepare for situational questions and what is the best way to respond to them during an interview?
Not in my experience – you must draw from your experience and lessons you’ve learned and improvise. How well you respond to a new situation is part of the question itself.
6. What are your thoughts when you see a candidate with several short-term employment spurts? How should a candidate address those during an interview?
It’s something to dig into, but not inherently a red flag. Many professionals in various industries work seasonally or on project-based contracts or have had the opportunity to learn skills in various fields and industries and develop resourcefulness. However, this can also be an indication of an individual who shows promise and drive, but is incompatible with others, or has personal issues that keep them from regular work.
Candidates should be transparent about a high volume of employers and avoid directly negative feedback about previous employers. I’d rather have a candidate admit that they left a position they despised and worked to improve their situation.
