What do employers really want?

You've got 30 seconds to impress most employers in an interview. Photo: News Ltd Library.

After interviewing 25 hiring managers I am still slightly confused.

We asked all the questions anyone applying for a job should ask a prospective employer, hoping we’d find some simple – even sexily digestible– answers.

Not so I’m afraid. Instead we discovered bosses to be tough, fair, kind, strict, empathetic, funny, unreasonable, quirky, judgemental and contradictory - in short, very human.

What we can definitively say, however, is that the diversity of employer’s opinions explodes some common job seeking myths. Hiring people always comes down to a very personal, very individual, decision.

Tip # 1: Employers can make up their minds about you within the first 30 seconds of meeting you

First impressions count. However, employers also look at many little things when making a final decision. A CEO of a large Australian credit union watches the way people treat waiters when he takes them out for coffee. The MD of a mid size firm of electricians says he checks out applicant’s fingernails. If the Managing Partner of one CBD law firm can’t remember a face an hour and a half after an interview, then that person misses out on the job.

Tip # 2: You can talk about your weaknesses in interview

Forget the answers you’ll read in interview guide 101 – “I work too hard, but that can be a good thing, right?”  One Director at a global communications giant speaks for many employers, when she says she loathes candidates constantly in sell mode. “I’m not really getting to know them. So why would I want to employ them?” she says. “I would rather someone say, look I have no experience in that area, but I think my skills work really well here.”

All employers lament the lack of self awareness among their teams. The same CEO who watches the way his workers order coffee, is adamant this is a major problem. “Rarely do I sit down with someone and point out an area of improvement and they say, oh yes you are right I’ve been waiting for you to tell that to me” he says.

Tip # 3: It’s not what you know but who you know that will get you places

Relationships are always important. In a small place there’s nowhere to hide. In a huge company, political nous to navigate the networks can be critical. A GM at one of Australia’s telecommunication icons says “In a large organisation you are reliant on so many different areas of the business to pull things together. If you don’t have a good relationship with others, you can find your projects stalled at every turn.”

Tip # 4: A major screw up may not be career suicide

Bosses are not always complete b*st*rds. In fact, what they’ll forgive can be quite surprising. 
The MD of an Australian food packaging success story disliked the premise of our question that you could kill your career with any one action.  “If you aren’t making mistakes, then you are not doing anything” he says. You wouldn’t want to be sacking anyone every time they made a mistake, because I would be the first one to go.” 

Tip # 5: Employers will check you out on Facebook

While not all employers will pull up your party pictures as part of their recruitment policy, some will look and some will judge. Others may take action, if your pictures or statements compromise your public facing position. So if it’s in the public domain, it’s public property. End of story.

Tip # 6: Please contact employers directly about a job

Many employers welcome a cold contact from a prospective employee, whether that be phone, email, letter or even dropping in. “Why would you knock back the opportunity to meet someone who could be the next best worker you’ve ever had” says one employer. That yes has a caveat, though. It seems any approach with a “Dear Sir/ Madam” will receive a return response with about the same amount of thought.

Tip # 7: Is it never safe to bag the boss on the bus

This may not be the best career move anywhere in fact, particularly if you want to move jobs.

Five employers started recruitment conversations on Sydney’s slow public transport system. One hired someone from a trivia night and another first found one of their most successful staff members at a local petrol station.

You can follow Karalyn on Twitter @ WDERW or at her website

Most commented

24 comments

Show oldest | newest first

    • RT says:

      05:58am | 03/12/09

      In the application, focus on the selection criteria and state how you meet those with your skills and experience. Don’t lie.  In the interview, walk in smiling, make eye contact, make an effort to remember names, and don’t worry about being nervous. Admit to it. It’s normal.

    • Ziggy says:

      06:43am | 03/12/09

      The ‘tips’ show what we old, experienced ex CEO’s have learnt from bitter experience. Ditch the expensive, over rated Recruitment consultants. It’s all intuitive in the end. In less than a minute the decision is made. The rest is just pure BS. I vividly recall our HR dept rejecting a candidate because of some idiotic psycho tests (still widely used) Fortunately he was hired because the Chairman thought he was OK. He ended up one of the most successful CEOs in OZ corporate history. Most recruitment companies are staffed by the typical bureaucrat - all paper shuffling and paper clips and not a clue on what really leading people to maximise their talents is all about. It’s process over substance - it’s the ‘safe way’ that only ends up eliminating the truly creative people.

    • Karalyn Brown says:

      09:01am | 03/12/09

      Many of the employers we interviewed had some very interesting comments on psychometric tests. Most didn’t rate them. Even most HR Managers said proceed with caution!

    • pete says:

      06:58am | 03/12/09

      in the interview, if you are applying internally and are fced with a panelmade up of people you know and an outsider, always address your answers to the person you do not know.  That will stop you from skimping in your answers, as we subconciously assume the people we know are aware of what you do and your skills.

      good piece

    • Ben says:

      08:39am | 03/12/09

      Tip #4 - Was it a Freudian slip to omit the word ‘up’ after screw? Or are a subtle advocate of sleeping your way to the top?

    • T.Chong says:

      08:45am | 03/12/09

      Human resource managers remind me of people who occupy the rental desk in real estate agents. Self possessed arrogant types who look down upon others , because they are in positions of power.
      (no inference to the 3 ladies in the pic)

    • papachango says:

      09:30am | 03/12/09

      They don’t hav that much power. HR like to think so, but thankfully they have NO influence in hiring and firing decisions. They are just a bureaucratic obstacle to be worked around. The best trick is to be really over the top nice to them - they’re suffering from such relevance deprivation, that if you humour them a little bit they’ll be eternally grateful and follow you round like a puppy dog.

    • mamchango says:

      09:05am | 05/12/09

      um, papachango, HR knows you’re being nice ot them. And yes they do have most of the power. Geez, are you in denial or what.

    • Ruby says:

      12:02pm | 03/12/09

      For those with inferiority complexes, this article has clearly hit a nerve.  T Chong and papachango - as an experienced HR Director of a large corporate, I am happy to advise that you’re completely wrong on both counts there.  Obviously you have no real understanding of HR, how closely we work with the business, the CEO and our sphere of influence.  And we’re pretty good at gut feel as per Tip #1 above so don’t bother humouring us or being extra nice.  My team’s professional focus is on hiring the best person for the business and helping the business be more successful, which means being involved in all facets.  Ego and arrogance doesn’t really come into it.  I suggest you both focus on your own relevance, how you would contribute to the business and the impression you are making when applying for a role, rather than worrying about whether being nice to HR will make us eternally grateful.

    • papachango says:

      01:59pm | 03/12/09

      Speaking of touching a nerve Ruby I could say the same thing. Look I understand the theory of HR, even studied it as a part of a business degree. It has some good bits, but there is also a lot of pop-psychology, and the fact remains that, even if you publish the behavioural interview guidelines, select a preferred panel of recruitment agencies or whatever, you have ZERO say in hiring decisions, except maybe for some first stage resume screening. That’s as it should be - imagine if HR picked people for all the technical and senior management roles, we’d have lots of touchy feely but clueless managers. In our org they don’t even attend the interviews.

      I know how closely you work with the business - you force them to comply with asinine performance review processes and incomprehensible strategic competency frameworks. The administrative functions that you used to do that actually benefitted the business (personnel record-keeping and payroll) have largely been outsourced, and what remains is a lot of fluffy ‘strategic partnering’. Most senior managers will do what they have to to get you off their backs and get along with running the business. As far the the CEO is concerned he or she is happy for you to run the staff Christmans party and keep the unions at bay, and maybe run a few reports on headcounts or pay benchmarking.

      As far as most staff are concerned HR reps are completely useless - they claim to be ‘strategic business partners’ and ‘employee champions’, but as far as your average rank and file staffer can tell, they only ever show up when someone is about to be fired or there is free food happening.

      Most law or consulting firms don’t bother with an HR dept - they just have partners who make all the hiring, firing, retention, remuneration and staff development decisions. Of course you could argue that these places are often autocratic fiefdoms as a result, but so are many big corporates with a big HR dept.

    • cm says:

      03:21pm | 03/12/09

      Ruby you are right, however, if you look at some small to medium companies, I believe that there is a lot of ego and arrogance in the HR dept, maybe because they would rather have your job in a large corporate business or they don’t fully understand the role of HR.

    • Grimace the Nomad of Port of Dampier says:

      03:38pm | 03/12/09

      Completely agree with Papachango both times.

      I actually believe that Ruby really is a HR person because her response is exactly the type of self righteous nonsense that I have come to expect from HR departments in my working life.

      HR people tend to be obsessed with their own little empires and jealously guard the scraps of usefulness they have in their roles.

    • Freddo says:

      03:42pm | 03/12/09

      Ruby,
      I agree HR departments are extremely important.
      Now be a dear and get us a coffee. That’s a good girl.

    • Nick says:

      12:10pm | 05/12/09

      I couldn’t agree with papachango more. I have nothing to add but my full support to everything said in that reply.

    • JA says:

      01:31pm | 03/12/09

      I am so grateful I’m not caught up in this petty, stressful, and anally retentive rat race

    • Oldbugger says:

      11:48pm | 03/12/09

      Ruby, I have seen all this bullshit in the papers and on the jobsites for years.Be aware of this, I am a person,NOT a resource, I have a name, not a number and the moment anybody suggests that I should speak to HR or whatever I just say Goodbye!!
      I have been involved in transport all my life, trains first then trucks. I have seen most of the companies that subscribed to psychometric testing and other humbug all go broke and close shop.The more we follow the american bullshit the further we get into trouble.
      As I said, I am a person not a resource so I find no reason to employ you or your kind.
      Regards

    • Not another nutter says:

      08:42pm | 03/12/09

      More employers need to screen for psychopaths.

    • Ziggy says:

      05:29am | 04/12/09

      Using HR to do the screening is exactly the reason you get crap! They manage, without fail, to screen out the types you really need - the creative, the bolshie, the rebels, the independent thinkers, the go getters etc. They ‘play it safe’. All you end up is with a list of homogenised ‘men (and women) in grey flannel suits’. I vividly recall my first experience with these psychometric tests - in the Army - we used the much vaunted US tests to select combat Officers. After just 5 weeks of actual combat, most of the officers had been replaced by people who could actually do the job in real conditions. And those tests were designed to do just that!!  The best selection is always based on intuition and a penetrating study of what the person has actually achieved in the past and under what circumstances.

    • James Evangelidis says:

      09:40am | 04/12/09

      I’ve been reading the comments with much interest. I co-wrote (with Karalyn Brown) a book titled “What do Employers Really Want?”  which was published in October.

      We interviewed three “types” of employer - business owners, professional management (CEOs, GMs etc…) and HR specialists. There is an obvious tension and sometimes a competing set of objectives that exist between “the business” and HR. I’m not surprised that what we found in the book has played out in the comments to Karalyn’s article in The Punch.

      In the final analysis HR, as is the case with IT, Finance, Sales & Marketing, Customer Service and so on, needs to serve (we hope without fear or favour!) the needs of the business.

    • DB says:

      11:03pm | 06/12/09

      Good one Ruby “and our sphere of influence” Please spare us your self riotousness. Nice post Papachango totally agree!

    • Deteste Personnelle says:

      04:36am | 07/12/09

      Papanchango is so right it makes me feel ill.

    • Hacene Amrani says:

      08:11pm | 25/07/10

      Is there any sacred law from the HR Bible to follow and find best people, I ve been Interviewed twice and been successfull both but never been given the job, makes me asking myself is there any special thing to do after successful interview, or may be is there any make up to do before going facing a managing director, I think from my experience thers is some feelings or heart decisions in another words you should seduce the recruiter to be inside the Job.

    • Paul says:

      10:02am | 28/07/10

      A great article and good passionate discussion.  Its a shame there is so much tension out there between operations and HR.  As a job seeker, you will be better served if you understand there is a process to follow, and HR has a role.  How important you believe that role is, is irrelivant.  If you want the job, go through the process and impress every person you see along the way.  From the time you apply for a job to the time you start work, everyone is lookign for a reason to take you out of the ruunning, because there are so many people to cull.  Selecting the right candidate from hundreds of applciants is one of the most daunting tasks.  If you’ve had to do this, you’ll understand.  If you haven’t, take a moment to look at your CV and imagine getting a hundred of these that all say similar things, but slightly different.  Can the operations area do this as well as HR? Do they have the time?  I’m not protecting HR, but I don’t think they deserve to be discarded as being able to add some value.  I help job seekers go through the process.  Understanding the process and what each person’s agenda is in this process (from gate keeper, to HR, to Line Manager) is a major part of attaining job seeker success.  FYI my website is http://www.transciv.com.au.

    • Cetahernuh says:

      09:47am | 15/11/12

      Central issues simillar to stress, <a >Electric Blue Philip Rivers game Jersey </a>  anxiety additionally to melancholy wants to be <a >White Miles Austin elite Jersey </a>  tackled employing ideal techniques Observing that jerseys brought on by <a >White Troy Polamalu game Jersey </a>  Cina own low-cost <a >Womens Justin Smith elite Jersey </a>  referring to uncooked matter materials, male electric strength additionally nominal taxations Eli Manning generally is a get chilly with all of the Hallway regarding Tremendous star if your Titans identical Examining fortunately investing in a number of portions possessing riding a bike elements made use of through the next authorities can be described as a cycle from the path of enhanced riding a bike surgical treatment and also a good a lot more intriguing skills Alternatively Schwartz basically just isn’t truly particular really should <a >Orange Glaze Vincent Jackson elite Jersey </a>  the Jets really signal up to the specific pup, additionally change that may receive engaged

 

Facebook Recommendations

Read all about it

Punch live

Up to the minute Twitter chatter

Daniel Piotrowski

Found a TV meteorologist on Twitter with the last name Piotrowski. There's a whole newsroom of Piotrowskis out there

Paul Colgan

RT @businessinsider: Man Being Questioned For Boston Bombing Connection Shot And Killed By FBI by @paulszoldrahttp://t.co/OtypP2PRgI

Daniel Piotrowski

This is a must read @TheAtlantic. Whether you think you know everything or think you know nothing http://t.co/naoUutCoWF

Daniel Piotrowski

RT @JoshuaWithers: Have you seen the Australian version of Breaking bad? He get's cancer and Medicare covers his costs and the series ends.

Recent posts

The latest and greatest

The Punch is moving house

The Punch is moving house

Good morning Punchers. After four years of excellent fun and great conversation, this is the final post…

Will Pope Francis have the vision to tackle this?

Will Pope Francis have the vision to tackle this?

I have had some close calls, one that involved what looked to me like an AK47 pointed my way, followed…

Advocating risk management is not “victim blaming”

Advocating risk management is not “victim blaming”

In a world in which there are still people who subscribe to the vile notion that certain victims of sexual…

Nosebleed Section

choice ringside rantings

From: Hasbro, go straight to gaol, do not pass go

Tim says:

They should update other things in the game too. Instead of a get out of jail free card, they should have a Dodgy Lawyer card that not only gets you out of jail straight away but also gives you a fat payout in compensation for daring to arrest you in the first place. Instead of getting a hotel when you… [read more]

From: A guide to summer festivals especially if you wouldn’t go

Kel says:

If you want a festival for older people or for families alike, get amongst the respectable punters at Bluesfest. A truly amazing festival experience to be had of ALL AGES. And all the young "festivalgoers" usually write themselves off on the first night, only to never hear from them again the rest of… [read more]

Gentle jabs to the ribs

Superman needs saving

Superman needs saving

Can somebody please save Superman? He seems to be going through a bit of a crisis. Eighteen months ago,… Read more

28 comments

Newsletter

Read all about it

Sign up to the free News.com.au newsletter