Tips for Job Seekers: Candidate Readiness
The dos and don’ts of candidate readiness and its essential role in an interview.
When you find yourself thrust into the position of a job seeker, everything can feel overwhelming. In this final part of this 3-part series, we explore the dos and don’ts of candidate readiness and its essential role in an interview.
Project Confidence
Engaging in job search conversations might not come naturally, especially if you haven’t actively interviewed in a while, but confidence is so important. Hiring managers want to feel like you’ve got this and can deliver, so it’s essential to approach the job search with that mindset.
Despite being in the market for a new position, remember you are a seasoned professional. Whether your expertise lies in product development, sales, marketing, engineering, or any other domain, you bring value to the table, so project that!
Expressing Urgency
One common pitfall for job seekers is saying, “I’m really in no hurry.” On the surface, this may seem innocuous, but in the realm of job hunting, it can have unintended consequences. When an employer decides to fill a senior-level or strategically significant role, they are often on a tight timeline. This urgency extends to the Recruiters or hiring managers working to identify the right candidate swiftly.
Expressing a lack of urgency can inadvertently signal a misalignment with the employer’s priorities. Senior-level roles involve significant investment and strategic planning. Hiring managers and Recruiters expect candidates to match their pace and be ready and eager to get the ball rolling.
Power of Readiness
The ideal headspace for a job seeker is one of readiness. This means being prepared to deliver value from the moment you engage with potential employers. Hiring stakeholders always prefer candidates who are ready to jump into the interview process, tackle case studies, meet with panels, and even fly to headquarters for executive meetings. Demonstrating a proactive attitude signals to employers that you are committed and enthusiastic about the opportunity.
Selective & Strategic
While it’s natural to be selective and assess each opportunity carefully, there’s no need to overemphasize this point. Employers already anticipate that candidates will conduct due diligence and critically evaluate each step of the interview process.
However, it’s crucial to also recognize when a job isn’t the right fit. If you’re not interested in the role or the team, gracefully step out and allow those genuinely excited about the opportunity to proceed. This may seem counterproductive, but everyone involved will appreciate that no extra time has been wasted. This keeps the relationship with the organization and hiring managers intact (and you never know what could open up in the future).
Timeline Transparency
In some cases, candidates may genuinely not be in a hurry due to specific circumstances (travel, children, health etc.) In these situations, transparency is key. If you’re engaged in conversations with employers or Recruiters but aren’t ready to move until later, communicate this clearly and early on. Being upfront about your timeline, especially in senior-level roles, is a sign of professionalism and ensures that expectations are aligned.
Navigating the intricacies of job-seeker communication requires finesse and a deep understanding of the expectations on both sides. Expressing readiness, being confident, and maintaining transparency are essential skills to master. By embodying the mindset of a professional not just seeking a job but ready to contribute meaningfully, you position yourself as a valuable candidate in this competitive job market.
Author:
Heidi Ram is the Head of Product Practice at Martyn Bassett Associates. She has been a recruiter for the company for 20 years. During that time, she has been instrumental in shaping the evolution of the business, while building high-performing teams for some of the firm’s most valued clients.
Heidi is regarded as a thought leader and trusted advisor in the Toronto Product Management and Design community when it comes to industry insights, recruitment trends, salaries and the current talent landscape. Furthermore, Heidi is a board member of the Toronto Product Management Association (TPMA).
