As a part-time recruiter, I look for very specific things - the vast majority of which is overtly stated in the posting while other things are less tangible and more difficult to articulate or quantify. Professionalism, presentation, good writing skills and genuine interest are also a measure of whether the individual will be the right fit for the job and company culture. I'd also like to "piggyback" on this notion and add a few points.
Candidates should also clearly identify the skills, knowledge and experience they bring to bear when communicating to search firms (which answers the question, "Why should I consider you as a serious candidate?"). In addition, candidates should clearly outline what positions they are targeting, their desired salary range, desired industries and desired geography.
I will hasten to add that receive many resumes and am surprised by the number that do not make the effort to include an introduction, but rather, simply attach their resumes and rely on the search contact to decide these things. This comes across to many recruiters as an impersonal "assembly line approach," lazy or otherwise does not portray the candidate in the best light. This results in the candidate being set aside for not investing the time and energy to demonstrate genuine interest in that opening by matching their skills to the job opening or job type. In short, the candidate has wasted an opportunity to put their best foot forward (and this may have future repercussions if that candidate plans to apply to other jobs).
I also have observed that some candidates do not understand how to work with search firms. Many jobs are posted as "Confidential" or simply advertised as blind (without divulging the employer's identity) due to a variety of reasons. Most times, a search firm is contingently engaged, meaning that they do not get paid by an employer unless they successfully place a candidate. Unlike retained search firms that get paid regardless, contingent search firms "protect" the anonymity of the employer as their livelihood depends upon it. I have had two prospective candidates ask me where the job is located and who the employer is just this past week. I have also had candidates apply to or otherwise contact a company once they've learned who the employer is. A few did so innocently, yet, this can create issues as many employers will not touch that candidate if their is a lingering question about whether they came directly or first learned of the position through the search firm. Some employers have excellent relationships with their search partners and want applicants to come through that channel while others want to save money and have the internal resources and time to sift through resumes and screen candidates. Many candidates do not understand this. As a general rule, although employers prefer to save money, some simply do not have the bandwidth to cope with the onslaught of resumes, even if they start out thinking that they can. I am frequently brought in as a consequence of this.
Lastly, candidates should bear in mind that not all search firms or employers have the most updated version on Microsoft Word. They attach documents such as .docx formats that cannot be opened by many. With the deluge of resumes received, most employers and recruiters will not take the time to circle back with such prospective candidates. This simple tip can help keep candidates in the game.
I hope this assists the many jobs seekers out there to best position themselves to land their next great job ... sooner than later!
