This may not be a true secret. After all, doesn\u2019t common sense dictate that language and cultural differences<\/a> make the recruiting process look different from one place to another? Not to mention how different regulations and business norms can affect recruiting.<\/p>\n Still, it\u2019s interesting to consider what some of the real differences are. Here are some examples:<\/p>\n The list goes on, but the message is clear: search the country in which you hope to recruit. Culture and technology dramatically affect the recruitment process.<\/p>\n Not only is the army (and war) responsible for creating the recruiter, it was also one of the driving forces leading to the need for job boards. After the Great War (and the Second World War), the shortage of workers meant companies needed to be creative. To recruit more workers, they started to advertise through employment offices and employment notice boards. The fact is good things can come out of bad situations too, and the history of recruiting proves this.<\/p>\n \u00a0<\/strong>This is a juicy secret amongst recruiters. Sometimes, regulations or company policy requires that recruiters advertise the position to external candidates, even if they plan to fill the position internally. Unfortunately, that means you could be called in for an interview when you really have little to no chance of getting the job. Worse still, you\u2019ll never know. Instead, you\u2019ll just get the standard notice that the company has decided to pursue another applicant.<\/p>\n You aren\u2019t impressing recruiters when you use tech-speak, buzzwords, or other industry jargon. They see right through it and are likely laughing at you when you leave. Yes, it\u2019s important to understand industry terminology, but seasoned recruiters understand that using jargon is often an attempt to cover up a lack of true knowledge and experience.<\/p>\n Michael Daniels is a hiring manager at BestEssay.Education<\/a>. His job is to recruit and hire team members with both skills and budget in mind. He says, \u201cIt would be absolutely foolish to offer a prospect the highest salary we are willing to pay right out of the gate. So, we always come in under with our first offer. The assumption is that we will negotiate based on the hires counter offer. Surprisingly, that counter offer never comes. Instead, many people accept salaries without countering.\u201d<\/p>\n Don\u2019t make this mistake. If your recruiter wants you enough to make an offer, they are willing to work with you when it comes to compensation. You have absolutely nothing to lose by countering with a higher figure.<\/p>\n That\u2019s why you are more likely to lose out on a position based on your temperament than your skills or qualifications. Of course, this doesn\u2019t take the place of mandatory licenses, degrees, or certifications. On the other hand, a company may be more willing to work with someone who is close to meeting such requirements if they show the right personality.<\/p>\n Of course, personality isn\u2019t just something to showcase in the interview. You have to get to that point with a resume and cover letter that showcases who you are. Marie Fincher is a writer at Trust my Paper<\/a> and Head of Content at Studicus<\/a>. She uses her writing talents to help jobseekers present themselves to possible employers. She says, \u201cThe resume is an important tool in sharing your personality, the work cultures you\u2019ve experienced, and the type of environment that fits you best. Your cover letter<\/a>, even more so. It\u2019s imperative that you match that content to the culture of your desired employer.\u201d<\/p>\n Recruiters absolutely hate it when you go rogue, and don\u2019t follow their application instructions. There are several reasons for this. First, the recruiting process is driven by a lot of regulations. The instructions companies provide are often to ensure compliance with these. In addition to this, many recruiters use applicant tracking software, and they need you to submit your resume through that system.<\/p>\n Some even use chatbots<\/a> and other technology to help engage and educate applicants, and you may be asked to go through a process to help you learn about the company and position before you continue the application process.<\/p>\n You may be tempted to take a different approach in order to stand out from other applicants. For example, people will try to hand-deliver their resumes rather than emailing them, or they\u2019ll email a department manager directly instead of going through human resources.<\/p>\n The pros at WowGrade<\/a> say, \u201cThis rarely works out in the applicant\u2019s favour. Yes, you will stand out, but not in a good way. In fact, many recruiters will ditch your resume altogether if you do this. Follow instructions, and let your resume help you stand out.\u201d<\/p>\n Social media stalking happens, but it isn\u2019t really an industry secret. Back channeling is the real, deep dark development. The truth is, recruiters build very deep networks within their industries. When a recruiter finds you, they will likely back-channel you. This means they float your name to their contacts to see who knows you, what your reputation is, and whether or not you are a good risk to present to a potential employer. If you\u2019ve burned people in the past, it\u2019s likely to catch up to you.<\/p>\n It wouldn’t be a list of the 10 recruiting facts without one on LinkedIn. If you want to connect with recruiters who are actively reaching out to hiring prospects, make your presence on LinkedIn count <\/a>ASAP. Yes, they use other social media sites, but LinkedIn is the gold standard. Create enough of a presence, and you may find yourself being approached without having to chase down job leads.<\/p>\n \u00a0<\/strong>Every industry has its secrets, and these are just a few kept by those in the business of recruiting and hiring. Take this new-found knowledge and use it to improve your chances of getting in front of the right hiring authorities.<\/p>\n We would like to thank Brigette Hernandez for this contribution. Bridgette is a passionate writer, dedicated to travelling and teaching people to lead a better life. Her other interests include mindfulness and\u00a0 coaching. Bridgette is currently an editor for Isaccurate<\/a> and a regular contributor at Hot Essay Service<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":" Wouldn\u2019t it be great to spend a few minutes inside the brain of a recruiter? Love them or hate them, recruiters often play a key role in our quest for amazing new jobs. Sometimes, it\u2019s more than a little difficult to figure out what they\u2019re thinking, or why they do the things that they do.…<\/p>\n","protected":false},"author":21,"featured_media":8363,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[481,494,489],"tags":[],"acf":[],"yoast_head":"\n\n
2. Fact: Recruiting Dates Back to the Time of the Roman Army<\/strong><\/h2>\n
![\"\"](\"https:\/\/www.jobboardfinder.com\/news\/wp-content\/uploads\/2019\/07\/C\u00e9sar_Ambrogio_Parisi-177x300.jpg\")
According to various sources, Caesar offered soldiers a financial sum for recruiting others<\/a> to join his army. In fact, they could receive an amount equal to \u2153 the annual salary of an incoming soldier. In addition to recruiting soldiers, the army also needed doctors, surveyors, veterinarians, and other professionals. Ultimately, many of the recruiting processes still in use today, originated from that time. This includes equal employment opportunities and providing more compensation for riskier jobs.<\/p>\n3. Fact: In-House Recruiting Could Mean You Never Had a Chance at The Job<\/strong><\/h2>\n
4. Fact: It Takes a Big Chunk of Change to Recruit and Hire an Employee<\/strong><\/h2>\n
![\"\"](\"https:\/\/www.jobboardfinder.com\/news\/wp-content\/uploads\/2019\/07\/money-pig-300x196.jpg\")
The average cost per hire is just over 4 100<\/a> dollars<\/u>. Of course, this includes relatively low recruiting costs for many entry-level or low-skill positions as well as higher costs for tech and C-suite jobs. Still, that\u2019s a good chunk of money, and most companies don\u2019t want to waste that on employees who may not work out. This is why it\u2019s the recruiter\u2019s job to be very selective, to understand the client\u2019s requirements, and to ensure the people they recommend are a good fit.<\/p>\n5. Fact: Your Recruiter Rolls Their Eyes at Your Jargons And Buzzwords<\/strong><\/h2>\n
6. Fact: Most Recruiters Bid Low<\/strong><\/h2>\n
7. Fact: Personality is Often a Bigger Factor in Hiring Than Skills<\/strong><\/h2>\n
![\"\"](\"https:\/\/www.jobboardfinder.com\/news\/wp-content\/uploads\/2019\/07\/arrogance-300x200.png\")
You can train or retrain anyone when it comes to hard skills and technical competencies. It\u2019s nearly impossible to train someone into a different personality. Recruiters know that if they hire someone who doesn\u2019t have a personality that will mesh well with the company or its customers, they aren\u2019t going to be successful.<\/p>\n8. Fact: Following Instructions Will Get You Better Results Than Standing Out<\/strong><\/h2>\n
9. Fact: Recruiters Use Their Back Channels to Find Out About You<\/strong><\/h2>\n
\u00a010. Fact: LinkedIn is a Recruiters Favorite Tool
![\"\"](\"https:\/\/www.jobboardfinder.com\/news\/wp-content\/uploads\/2019\/07\/linkedin-300x300.png\")
<\/strong><\/h2>\nFinal Thoughts<\/strong><\/h2>\n
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