What Employers Look For in a Candidate: The Employer’s Perspective

There are two key parties in any hiring decision, the candidate and the employer. It is the perspective, needs, and realities of these two parties that must be considered in the final decision. And, though we may contribute greatly to the candidate’s preparedness, consult the employer, identify the opportunity, and even connect these two parties, our perspective is valuable only as it empathizes with the candidate’s and echoes the employer’s. I encounter many career/employment practitioners, whose perspective aligns more with the candidate than the employer. Infusing the employer’s perspective throughout our services increases success for candidates. Here are a few practical ways to help candidates know what employers look for.

Understand the Process

For much of what is called the ‘hiring’ process, employers are in ‘screen-out’ mode. As HR (or someone other than the ultimate decision-maker) reviews resumes and applications, the initial questions tend to be “Who can I screen out?” and “Who else can I screen out?” Only when there are 2-6 top candidates does the decision-maker enter the process and change the question to some version of “Who is best?” With this in mind, we should help candidates simultaneously avoid being screened out and prove they have what it takes to make it to the next phase. Once they begin interviewing, they have the opportunity to then prove they offer the ability and fit for the job.

The Bottom Line

Employers must make a profit to continue doing business, and every job has the capacity to positively or negatively impact bottom-line profit. Simply to keep their job, the worker must generate double what they are paid. If they want a raise or promotion, they should generate triple. When a company pays a worker $10/hour, it costs the company $13-$18/hour, depending on benefits, training etc. So the worker must impact the bottom-line to the tune of $20/hour to keep their job, and $30/hour to generate money to earn a raise. 

There are only two ways to increase bottom-line profit—increase income (upselling, inspiring customers to return sooner and bring a friend, motivating co-workers to give more, increasing production by working faster or smarter) and reduce expenses (reduce mistakes, reduce waste, work efficiently). Help your candidates demonstrate to potential employers that they will generate 2-3 times what they are being paid, and you will see them get offers quicker.

Look Beyond Skills

Having the skills, raw talent, experience, and/or education to do the job can help a candidate make the first cut or two. But in the end, hiring employers are considering 2-4 people who can all do the job or learn it quickly enough and the focus turns to fit. We use the acronym PADMAN to remind us of the six areas employers search, often unconsciously, to choose the right person. Together they constitute fit – 

• Presentation, 
• Ability, 
• Dependability, 
• Motivation, 
• Attitude, and 
• Network. 

As you prepare candidates to market themselves for jobs and promotions, have them consider the employer’s ideal in each of these areas then prove they bring it. They may also consider what could get them screened out in each area and resolve it. Solid education may not make up for rudeness, body odor, lateness, toothlessness, arrogance, or something else. Employers do not want to teach fit. In fact they often say, send me the right person (fit) and we’ll teach them the skills. Help your candidate choose and pursue work for which they offer not just the skills, but great fit.

Get Your Candidate A Mentor or Role Model

If this seems challenging or too time-consuming, help the candidate find role models and mentors. Identify people who do this very well – colleagues, recruiters, staffing and HR professionals. Ask your candidate who they look up to and who inspires them and try to glean if anyone in the community can provide mentorship/coaching. Assist your candidate in emulating them when helpful. You may even arrange a meeting with them and the candidate regularly to garner their top tips for thinking like the employer. Have your candidates identify role models and mentors they know who think like the employer, speak their language, and consistently demonstrate they will work in the company’s best interests.

Change Your Perspective: What Employers Look For

So, change your hat often! Regularly wander into the employer’s shoes and take a look from their perspective, and teach your candidates to do the same. It can shed good light on the process, breed candidate confidence, and shorten their search.

Good luck. Thanks for your good work!