When people evaluate you for a job, they look at your resume and LinkedIn profile, interview you, maybe test you, and check your references. However, and you might not think about this, they also observe your behavior throughout their process.

Take a look at the top 10 attributes of awesome job candidates:

Awesome Job Candidates

Your Behavior Makes You Awesome – Or Not

Recruiters, receptionists, administrative assistants, interviewers, and hiring managers form opinions about what type of co-worker you would be by how you behave during the selection process. Their radar is on from start to finish – every person who would work with you.

They have to assume this is the best behavior they’re ever going to see from you. If it isn’t good enough, then you won’t get a job offer.

Read: Your best job search year ever in 6 easy steps

What Matters Most

Beyond your qualifications, the lists below show the best ways for you to be likable, and avoid being disliked, during the selection process.

Read: Refresh Your Job Search – Don’t give up!

Awesome job candidates

Show the best ways for you to be likable

Be Likable 

Your future co-workers will be more inclined to like you when:

1. You show a healthy interest in the job.

2. You’re straightforward about your compensation requirements.

3. You’re easy to communicate with and schedule, you’re polite, and you’ve done some homework.

Beyond that, if your former managers and other reference-providers talk about you with genuine warmth, then your future colleagues will feel confident that they will like you too.

Avoid Missteps 

Some common missteps that can bother your future co-workers enough for them to shut your candidacy down include: 

1. Playing cat and mouse games about compensation. I’ve never seen this behavior get anyone more money than they would have gotten by being direct. I have seen it eliminate people from further consideration. 

2. Being difficult to contact and schedule (beyond the constraints of your current job). 

3. Making anyone involved in the process feel like one of the “little people.” There are no little people.

4. Using more than one reference-provider who doesn’t care about you or for you. Many companies will require you to list former managers. It’s rarely a problem if there’s one sub-optimal relationship on the list. However, if the overall feeling is that your reference-providers don’t like you and can’t be bothered to take a call about you, then you’re in trouble.
Read: 6 seconds to make an impact. Maybe not.


If you can check all, or most, of the boxes on the list below, then you will be well on your way to getting a job offer.


For help with your Personal Branding and Job Search Contact us now 


About Donna Svei

Donna is an Executive Resume and LinkedIn Profile writer and Interview Coach, she collaborates with her clients to write job-winning resumes and LinkedIn profiles and their core career marketing materials. Donna's background is as a retained executive search consultant. Since 1987, she has completed over 400 retained executive searches, working with hiring managers and talent acquisition professionals on a regular basis. Because of this she knows what they look for and what will motivate them to schedule interviews with you. Donna's Resume services and Blogs can be found at: http://www.avidcareerist.com