4 misfit PR candidates you’ll likely interview

These common characters will arrive at your office and initiate the behaviors that (they think) work for them. On the plus side, the author also describes the winning applicant.

In the course of a recent recruitment effort, we came across certain types of applicants. When the employment rate sits on the side of employers, candidates need to step up. We hope this gives job-seekers an insight into what won’t work in today’s competitive market. The Charmer This is the candidate who loves a conversation and can talk their way out of anything. They can answer every question, and they almost steal the show with quirky experiences and humorous expressions. Though captivated during the interview, we worried about substance and whether we would actually get high-quality work and commitment. The Confider This was a close contender to our winner because of their candor about what they can and can’t do. We felt confident this person would raise any personal or work issues, and that we wouldn’t need to worry about their being disloyal or divulging confidential information. What we struggled with was the candidate’s confidence and whether they would back themselves when it came to grueling client or media situations. The Giggler This candidate made us wonder if we were on “Candid Camera”; despite looking strong on paper, they made it hard to take them seriously. Instead of directly answering a question, these candidates would chuckle, breathe heavily, or actively search for an experience that would answer standard interview questions. Our tip for this job-seeker would be to familiarize themselves with interviews, have work samples ready, and do research on the company and role they’re applying for. The Non-Committer Juggling a number of interviews at a time, this candidate is a serial interviewee (and you may even get their application twice). They know the drill and answer the questions—even the one on what attracted you to this role—with the same script you know they’ve shared with others. They actually don’t care what job they’re going for, they just want a “job.” For this candidate, we say avoid the shotgun approach (which doesn’t work in our field)—you catch more jobs with a more targeted approach. The Gun This is the candidate we go for. They’re enthusiastic, they have relevant experience, they know the role, and they have researched our company. They can confidently answer questions and can identify unfortunate situations and their role in resolving them. Their personality matches the position and industry they’re applying for—they’re personable, funny, intelligent, and ambitious, yet humble and ready to dive into a new environment. As employers receive an avalanche of applications for job openings they advertise, it’s important for job-seekers to find ways to stand out. If you don’t have the skills and experience listed, it’s better to contact the company before applying to see how they’re tracking. That way you don’t waste your time or theirs. With all the ways to communicate and build relationships—including Twitter, LinkedIn, video, and the good old phone call—would-be candidates should take a step back from auto-apply and think how they can leave an impression that lands that next key role. Nicole Reaney is the founder and director of Australia-based boutique agency Inside Out PR, an industry leader in creativity and technology solutions. A version of this story first appeared on the agency’s blog. (Image via)

Topics: PR


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