How many times have you spent hours on a job application, tailoring your resume, crafting the perfect cover letter, only to never hear back.
Too many I am guessing.
It’s a scenario far too many job seekers face, often leaving them wondering where they went wrong.
It would be great if I could tell you that “It’s not you it’s them”.
But what good is that for you. You’re still not getting the job, does knowing that the employer was wrong pay your bills?
No.
So what can we do?
The number #1 tip I give to any candidate is to put yourself in the shoes of the DECISION MAKER
Notice I said ‘Decision Maker’ and not ‘Hiring Manager’. There is a difference.
A hiring manager is a decision maker but not all decision makers are hiring managers.
Do you think a hiring manager is doing the initial sift of 100s of CV/Resumes? Are they the ones who are going to pick up the phone and do the initial phone screen to ensure you’re not a total weirdo?
Probably not.
That’s why its important as a first step to understand who the decision maker is and what their goal is.
Who Are The Decision Makers?
The path your application takes from submission to acceptance involves several key players, each with a distinct role in the selection process. Understanding who these decision makers are and what they prioritize at each stage is crucial.
A typical application process for a medium-large firm could have the below decision makers throughout the process.
- Applicant Tracking Systems (ATS): Before your application even reaches human eyes, it often must pass through an ATS, which screens resumes based on keywords and criteria set by the employer. While not a human, the ATS is your first gatekeeper, filtering out applicants who don’t meet the specified qualifications.
- Human Resources (HR): HR professionals typically handle the initial review of applications that pass the ATS screening. They look for candidates who meet the basic requirements and seem like a good fit for the company culture. Their goal is to narrow down the pool of candidates to a manageable number for the hiring managers.
- Hiring Managers: These are the individuals who put out the need for a new employee in the first place. They have a deep understanding of the role’s specific needs and are looking for candidates who not only have the right skills and experience but also show potential for growth and alignment with team goals. They are likely to be the ‘final’ decision makers.
- Potential Team Members: In some cases, your future colleagues may have a say in the hiring decision, especially if the role requires close collaboration. They’re assessing whether you’ll be a good team player and fit into the team dynamics.
That’s a “typical” process. But a lot of applications are not typical. You could see:
- Senior Leadership or Executives: For senior-level positions or in smaller companies, members of the senior leadership team (such as CEOs, CTOs, CFOs, etc.) may be directly involved in the hiring process. They are interested in how candidates align with the company’s strategic goals and long-term vision.
- Department Heads: In larger organizations, the head of the department for which you’re applying might be involved, especially if the position is critical to the department’s success. They look for candidates who can contribute significantly to achieving departmental objectives.
- External Recruiters: Some companies outsource the initial stages of the recruitment process to external agencies. These recruiters are tasked with finding candidates that match the employer’s criteria. Their focus is on presenting candidates who not only meet the job requirements but will also impress their client (the employer).
- Diversity and Inclusion Officers: Organizations with a strong focus on diversity, equity, and inclusion (DEI) may involve their DEI officers in the hiring process to ensure that recruitment strategies align with DEI goals. They assess how candidates contribute to the diversity of the team and uphold the company’s values in this area.
- Technical Experts or Lead Developers: For technical roles, a senior technical person or lead developer might be part of the interview process to evaluate candidates’ technical skills and knowledge. They look for technical proficiency, problem-solving skills, and how well a candidate can articulate and apply their knowledge.
What Do The Decision Makers Want? (At each stage)
Let’s break down how to find out what the decision maker wants at each stage of the job application process more explicitly, ensuring you can tailor your application effectively at every step.
Stage 1: Application Submission
Decision Maker(s): ATS, Recruiters and HR Personnel
What They Want & How to get ahead:
- ATS Wants: Keyword matches, relevant skills, and qualifications.
- How to get ahead: Analyze the job description for keywords and required skills. Use online tools like this one to match your resume to the job description.
- HR Wants: Clear demonstration of qualifications, experience, and potentially a good cultural fit.
- How to get ahead: Review the company’s career page and social media to understand their culture and values. Tailor your application to reflect these values and highlight your qualifications clearly.
Stage 2: Initial Screening (Phone/Video Interview)
Decision Maker(s): HR Recruiters
What They Want & How to get ahead:
- HR Recruiters Want: To confirm your qualifications, understand your motivation, and gauge your communication skills and cultural fit.
- How to get ahead: Prepare by understanding the role and company in depth. Use LinkedIn to research the HR personnel and understand their role in the company. Prepare to articulate your experience and fit with the company’s culture clearly.
Stage 3: Interview(s) with Hiring Manager
Decision Maker(s): Hiring Manager(s)
What They Want & How to get ahead:
- Hiring Managers Want: In-depth understanding of your technical skills, problem-solving abilities, and how you’d fit within the team.
- How to get ahead: Gain insights through informational interviews with company employees, if possible. Study the job description to anticipate technical questions or scenarios you might be asked to address. Understand the department’s challenges and objectives through company reports, news releases, or industry news.
Stage 4: Final Interview/Team Interview
Decision Maker(s): Hiring Manager and Potential Team Members
What They Want & How to get ahead:
- Team Members Want: To assess how you would fit into the team dynamics and your collaboration skills.
- How to get ahead: If you have networked with someone within the company, ask about the team dynamics and what qualities are most appreciated. During the interview, ask questions about the team, their working style, and how they tackle challenges.
- Hiring Manager Wants: Confirmation of your fit for the role, both technically and culturally.
- How to get ahead: Focus on the feedback and questions you received in previous interviews. Tailor your final interview responses to address any concerns and to reinforce your strengths and fit for the team and role.
Stage 5: Reference Checks
Decision Maker(s): HR and Hiring Manager
What They Want & How to get ahead:
- They Want: Validation of your qualifications, performance, character, and work ethic from previous employers or colleagues.
- How to to get ahead: Ensure your references are informed about the position you are applying for and why you are a good fit. Provide them with a brief about the company, the role, and any particular projects or achievements you’d like them to highlight.
Stage 6: Offer and Negotiation
Decision Maker(s): HR and Hiring Manager
What They Want & How to get ahead:
- They Want: To secure you as a new employee on mutually agreeable terms.
- How to get ahead: Understand the standard industry compensation for your role and level of experience. Be prepared to articulate your value and how you can contribute to the company’s goals. Research the company’s benefits and be ready to discuss your expectations and any flexibilities.
For each stage, the key to finding out what decision makers want lies in thorough research, preparation, and sometimes direct networking. Tailoring your approach to meet the expectations at each stage will significantly enhance your chances of success in the job application process.