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Less obvious things to remember during the application process

In almost every recruiting process, the candidates experience, hard skills and potential are typically the most important considerations for the hiring manager. And though these things are foundational to establish viability for the role, they only scratch the surface of what influences hiring. In this blog, I highlight three important factors that quietly determine whether a candidate is suitable for the position.

1. Timing of the application and interview

Timing isn’t indicative of the candidate’s viability. However, it’s an influential factor in the eventual hiring decision. The candidate’s success within the recruitment process can be determined when the application was submitted and the interview was completed.

Per ZipRecruiter, active job postings typically grow around 15 per cent between November and January. Why? Companies are looking to prepare for the Quarter One of the new year. Most job seekers are under the impression that companies wouldn’t hire around the holidays, which subsequently leads to more open jobs than candidates qualified to fill them.

Candidates should aim at scheduling interviews earlier within the day and week. Recruiters and hiring managers are more alert, engaged and invested at the beginning of the process. That means they’re likely to remember the first few candidates. As a result, the candidates who interview early in the process are likely at an advantage and favourable to land the gig during the timeframe.

2. Misconceptions by Students

In terms of resume content, students and potential students are often misaligned. Students and recent graduates believe their academic achievements are the most significant elements to highlight on their resume. However, in the world outside of academics, hiring managers are more likely to consider industry-related experience as opposed to scholastic accomplishments.

3. Communication with Employers

Hiring managers have certain dealbreakers that typically stem from poor communication practices from the candidate. The strength and practices of the communication prior and following the interview are indicative of the candidate’s soft skills and are a major factor in the hiring manager’s final decision on whether the applicant will be successful.

Final Takeaways

Some of these considerations are indicative, whereas some are arbitrary. However, they both impede the businesses’ ability to make an objective decision and hurt the chances of getting hired. It’s important that both the candidates and hiring managers are aware of these considerations as it will lead to a better outcome for both parties.

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