Candidate Vs Recruiter: how to be an interesting profile


Candidate vs Recruiter: How to be an interesting profile

"Finding a job is a job" : this is a phrase that embodies the term preparation, mainly oriented towards the study of both the best strategy to show one's skills in sending the CV and in a job interview session.

When looking for a job, the candidate spends a lot of his time sending CVs and the answer does not always tend to come: why?

Because the information to be conveyed, the competences, skills and abilities have not been organized well or the most important professional experiences have not been highlighted enough. So writing a CV, consulting job offers and applying is not enough and you risk only wasting time.

The first step is, of course, reading the job offer , understanding if you are online and then structuring a personalized, straightforward CV that includes the skills acquired. To be interesting it would be useful to insert hobby and a few lines of presentation where you indicate who you are. Once this is done, if done right you will be able to grab the recruiter's attention .

What should a good CV contain?

  • personal data
  • presentation, where you indicate both your profile and your hobbies
  • professional experience
  • educational experiences
  • skills
  • privacy authorization

Then there are the social networks which are now fundamental, among all LinkedIn: after updating your CV, the same information must also appear on your LinkedIn profile.

We thus arrive at the moment of the interview, which today for the most part is held remotely, where the place where it takes place, the clothing and the impression you transmit to the recruiter have a specific weight.

The ideal CV for every recruiter

Like you, there are tons of people looking for a new job. This is why it is essential to comply with some requirements to be contacted at the first time.

Use a custom CV, such as the many templates it makes available to you for free Canva , it is the first action to do, but it is not enough: for the whole process of building the curriculum you have to be clear, concise and simple.

The curriculum is structured in personal data, links to the LinkedIn profile (especially for some highly sought-after professions), professional and training experiences.

For each professional experience it is useful to indicate the name of the employer and in detail the main duties performed and the management role. Don't underestimate the skills , that is, the transversal skills both personal (soft) and professional (hard), really indicating the ones that best represent you.

3 elements that a good CV must contain

  • summary of your profile with personal data
  • passion for your work
  • any other interests besides work: where do the much talked about soft skills come from?

Finally, each CV must be personalized. After the construction phase, we move on to the actual selection phase, that is the interview that in recent years takes place in its entirety remotely.

Candidate vs Recruiter: How to be an interesting profile

"What a ***! It's not my fault!": this is just an example of a sentence generally pronounced by candidates who do not pass the selection phase, thus attributing the blame of the failure to the recruiter.

To date, companies are increasingly looking for certain specific skills in the candidate, such as:

  • problem solving and initiative: COVID in some work situations has increased autonomy productivity and the ability to solve problems
  • organization: emergency management requires a structured organization to distinguish emergencies from postponable activities
  • emotional intelligence: here Goleman pioneered this and consists of the ability to manage your emotions and those of others
  • flexibility: Going from managing an emergency to supporting a colleague requires the ability to be multitasking. Consequently a good organization in the execution of the tasks
  • energy, dynamism, desire to do and resourcefulnes : don't forget these important skills because much more often than you think in an interview, the uncomfortable question is asked " how do you see yourself in a couple of years? ".

The relationship between the candidate and the recruiter therefore remains fundamental for access to the world of work, taking the form of a learning moment for both parties.