Yesterday, we touched on the fact that a large number of candidates enter into interview situations knowing virtually nothing about the job they’re applying for, the company they’re meeting with, or the industry and culture that the company is a part of. We also suggested that data transparency is key and that a better matching system must be put in place to help candidates focus on positions of interest. This new solution will “enable the candidate the transparency to data so they can do the homework vital to a successful interview.”

All right, we’re finished with the recap. As we eluded to yesterday, a recruiter recently put forth three things that he thinks candidates have to do in order to stand a chance at eliminating unnecessary time consuming activities, while sparing recruiters and hiring authorities from engaging in pointless interviews.

The first plays right into what we’ve been talking about:

“1) Always know some nuggets about our business and any major goings on/trends within our industry

2) “Be ready to explain what is most important to them in the place they work next...They should know what their work values are and stick to them.” Now, work values can often fall by the wayside when it’s time to look for a job. The desire to land the right position can quickly overpower everything else. However, you’re being foolish if you think the people on the other side of the desk aren’t looking for a specific set of work values:

3) “Be ready to listen as much as they speak..ask insightful questions!!” Yep, you know it. You’ve always known it. You’ve got to ask questions. Even if you think you know absolutely everything about the job, you’ve got to bring something to the table:

OK, those are some solid tips to get the job candidate prepared, but more importantly they point out that, despite popular belief, all the problems with the job seeking process can’t be thrown at the feet of recruiters and job boards. Itz time to throw a little love the recruiters’ way. What can be done to make the lives of these mighty men and women a little easier? Itz time for a Recruiter’s Bill of Rights. Why should candidate’s be the only ones with a bill of their own, right? Well, as luck would have it, someone has taken John Younger’s Job Candidate Bill of Rights and transfered it piece by piece into the realm of the recruiter. Make sure you check it out at Confessions of an Executive Restaurant Recruiter, and don’t be afraid to let us know about rights you’d like to see on a bill, but try to keep it under control. We all know that most recruiters want more money, bigger homes, faster cars, and endless vacation time in Cabo, but those aren’t really rights per se.

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