Recruiters reveal the best performing job candidates they have ever come across - and how you can apply their tips at your next interview
- Australian recruiters have shared the best performing candidates who stood out
- Nathalie Lynton said a candidate she interviewed left a lasting impression
- She explained he had answered her questions with a 'beginning, middle and end'
- One recruiter said a candidate impressed him with strengths and weaknesses
Australian recruiters have shared their best performing job candidates who left a lasting impression after walking out of the interview room.
Nathalie Lynton, director at Shared and Halved Consulting in Sydney, said a candidate she interviewed for a helpdesk role stood out from the crowded job market after he answered her questions with a 'beginning, middle and end'.
'He took care to answer the questions that I asked, not a version of what I asked, not information that he felt was important for me to know, but exactly what I asked. Being able to demonstrate that is itself a skill,' she told Seek.
Australian recruiters have shared their best performing job candidates who left a lasting impression after walking out of the interview room (stock image)
She said avoid changing the 'script to suit what you want to say' and practice your active listening skills until can you can answer all parts of a question.
Simon Bennett, principal consultant of Glide Outplacement, said one candidate who impressed him had done an extensive research on both the role and the company.
'But crucially, as well as knowing why she wanted the job, she also understood the value she offered as a candidate. She had even identified her shortcomings and could explain how she was overcoming them,' he said.
It might seem straightforward but Mr Bennett said it's always important to identify your strengths and weaknesses when preparing for a job interview.
With hundreds of thousands of people applying for jobs every year, he said it's crucial to know what 'differentiates you from similar candidates and how this will benefit employers'.
Peter Acheson, CEO of Peoplebank, said he interviewed a candidate for a role as a chief information officer after he was referred by another recruiter company that didn't specialise in this area.
The person who gave the referral had also given the candidate a glowing review, saying: 'He's the best IT candidate I've seen, but equally one of the best executive candidates I've seen.'
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During the interview, Mr Acheson said the candidate's reputation and track record lived up to his expectations because he 'oozed passion and enthusiasm'.
He said he 'could see he was an absolute expert in his field and had strong track record of career progression and an evident thirst for professional development'.
'What's more, he was also incredibly pleasant to deal with and despite his impressive achievements showed no air of arrogance or hubris.'
