It’s back-to-school season, you’ve updated your CV, and you’re pumped up to conquer new horizons! But be careful, diplomas aren’t everything: during a job interview, the employer will mainly assess your motivation and personality. What are recruiters looking for? Not necessarily what you think… We’re here to help you!
Refreshed from your vacation, you’re ready to resume your job search. You might even have already landed a job interview. To make a good impression, you’re fully relying on punctuality and appearance: dress code required! But recruiters’ expectations go far beyond appearances, and it’s not always easy to figure them out. What will they be judging you on? To get to the bottom of it, Shoelifer spoke with the Casablanca-based recruitment agency, Eumatech. Founded by Malik Touimi-Benjelloun, it recruits on behalf of numerous clients in Africa, especially in Morocco, as well as in Europe. Their HR consultants share five crucial points that candidates often overlook. Get ready to be surprised !
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Naturalness and personality
“If about fifteen years ago, recruiters only focused on job skills, today, they’re more interested in finding a character and personality that matches the company culture.” So, forget about hiring solely based on diplomas and software you’ve mastered. Don’t forget, when a recruiter asks to meet a candidate, their CV has already caught their attention. What they want to know now are their soft skills and behavioral competencies, such as communication abilities and social intelligence. Alsovery important nowadays are autonomy and adaptability.
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Conciseness
During an interview, the recruiter pays attention to how the candidate expresses themselves. They shouldn’t drown in a flood of details but should be able to introduce themselves in three minutes: background, personality, achievements, etc. It’s essential to make the right choices and highlight experiences that add weight to the application. “You shouldn’t hesitate to ask the recruiter if they want you to focus more on your background, your last position, or the task you previously accomplished that seems most relevant to the skills required for this job.” The goal is to understand the interviewer’s expectations and not to blurt out everything, creating a desire for dialogue.
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The questions asked
Some candidates tend to forget that a job is a win-win relationship. The recruiter and the candidate need each other equally. So, for the interviewer, it’s crucial to see the candidate’s curiosity and expectations for the role. “If you couldn’t find enough details about the company while preparing for the interview, you can have a series of questions ready. A recruiter notes if the candidate is interested in the management style within the teams or in the company’s culture and vision.” They should feel that the candidate is looking to thrive within the company in the long term.
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The choice of hobbies
Did you think that little line on your CV was unimportant? Think again! It’s a trap set by recruiters that most candidates fall into. “If the candidate doesn’t have a true passion or standout interests, it’s better not to include anything. Forget reading, cinema, and traveling. The recruiter will jump on this to see if the candidate is lying or if their answers are interesting.” However, if the answers help reveal the personality of the applicant, it’s a great way to stand out.
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Ambition
No, it’s not a dirty word! You’re allowed, even expected, to show ambition. “No one wants a candidate who’s just looking to clock in and out. If you’re aiming to join a company, it’s essential to demonstrate your willingness to learn and grow, whether vertically or horizontally.” That’s why recruiters are interested in profiles that want to step out of their comfort zone and aren’t just looking for a role similar to their current position. “It always comes back to the human element before pure qualifications. A recruiter might prefer someone who shows a willingness to learn over another who already has the skills but whose motivation is unclear. It’s even possible that the role could be adapted to fit the chosen candidate!”
