What Recruiters Don't Want You to Know About the Job Interview

Despite first impressions, recruiters are just looking out for the best interests of the company and the candidates. Recruiters with integrity want you to have a positive experience applying for jobs and going through interviews, but there are some details they can't reveal even if they wanted to.

Market secrets include salary ranges, strategies for beating out the competition for top candidates, and HR strategies used in-house. These details are proprietary and cannot be shared by recruiters.

Recruiters have a few secrets they want to share with you but won't.

Avoid using too many cliches; we'll know.

Using keywords and sounding like you know what you're talking about on your resume is a smart move. Don't try to look smarter than you really are. Sincerity is essential. In today's competitive job market, it's not enough to merely know how to use buzzwords like "synergy," "move the needle," "ROI," "feed the funnel," etc.

Candidates who show a lot of enthusiasm for their work are more memorable than those who simply answer questions correctly.

When combined with your poor initial impression, you were doomed from the start.

You should listen to your mom; first impressions really are crucial. Few employers will overlook a poor introduction. You won't advance very far in the selection process if you don't return phone calls, have bad manners, and give a clumsy performance in the interview. The temptation to say, "We just don't like you," will be strong, but hiring managers and recruiters will hold back. But trust us when we say that you have to absolutely stun if you want to redeem a shaky introduction.

Candidates for entry-level positions are often judged more on their interviewers' ability to get along with them than on their actual qualifications. Since the person who interviews you will probably be your boss and guide, it makes sense that they would want to hire someone they like and would enjoy working with. Establishing rapport with the interviewer is essential for a successful performance. Instead of giving cookie-cutter responses to interview questions, make an effort to demonstrate who you are. If you'd like, you can even get intimate.

Your references did not reflect well on you

Recruiters and hiring managers are not obligated to tell you if your unfavorable references confirm their initial suspicions about you. You need references who can attest to your abilities not just generally, but in specific contexts. Your references should be prepared to share details about specific projects where you excelled. Your references should be able to quickly and confidently describe at least two situations in which you excelled.

You can do as much damage with good references as you can with bad ones. What should you do so that only the best qualities are highlighted? You should only list references who will give you a glowing review. Invest time and effort into developing productive working relationships with your superiors and coworkers.

The team is stalling while they wait for a response from another potential hire

Recruiters and hiring managers, even the most forthright ones, are unlikely to tell you outright that you're the backup option. It's likely that if a company is taking their sweet time in responding to your application (either by giving you the go-ahead to move forward or by telling you that you're not a good fit for the position), they have another candidate lined up.

Don't take it so hard; second place isn't a terrible place to be. Other potential candidates often withdraw from consideration due to unforeseen life events or the acceptance of better employment offers. If you are ranked second, you are still in the running. In the event that you feel a recruiter is delaying your application in order to make room for a preferred candidate, take this as an opportunity to demonstrate why you're the best person for the job.

Keep in mind that any information a recruiter withholds is done so with the company's best interests in mind and not out of any ill will. If any of these sound familiar, it's likely that you're just waiting for the right opportunity to present itself. Don't be shy about discussing your concerns and desired outcomes with a recruiter.

Your examples did not reflect well on you

Even if unfavorable references confirmed the recruiter's or hiring manager's initial suspicions about you, they would never tell you that. Your references shouldn't just give generic information about you; instead, they should attest to your abilities in real-world contexts. References should be prepared to discuss specific instances in which your work surpassed the client's expectations. Your references should be able to quickly and easily describe at least two situations in which you excelled.

Having good references can help your candidacy, but having bad ones can hurt it. Use only people who will give glowing recommendations as references. Put in the time and effort to connect with your superiors and coworkers.