Ideas to help separate yourself in this tough job market today from DyanmicsFocus
Ideas to help separate yourself in this tough job market today from DynamicsFocus
As I was just responding to a very talented, experienced candidate I’ve worked with in the past in answering him in why it has been taking so long in finding his next great opportunity, I thought this may be a timely topic for a post.
He is not alone I’m afraid, I’ve had to this discussion or email/LI exchange with way too many talented folks over the last 18+ months.
The job market is tough right now. More candidates with fewer roles and longer hiring cycles.
After 25+ years of recruiting, here’s what I’m seeing that help separate the candidates who land offers from those who don’t.
They make it easy for those interviewing them. What do I mean, easy?
They articulate so that is easy to understand what they do, easy to see their impact, and easy to imagine them in the role they are interviewing for.
Their resume and key talking points during interviews is a highlight reel by leading with positive outcomes, not their responsibilities.
They do the homework.
The candidates who stand out research the company, the role, and yes, even the interviewer.
Generic enthusiasm doesn’t cut it when you’re up against 200 other applicants.
They follow up with purpose. Not “just checking in.” They reference something specific from the conversation. They add value and try to remain memorable without being annoying.
They stay visible.
LinkedIn isn’t optional anymore. Engaging with industry content, sharing insights, building relationships before you need them—this is how opportunities find you.
Ideas to help separate yourself in this tough job market today from DynamicsFocus
As I was just responding to a very talented, experienced candidate I’ve worked with in the past in answering him in why it has been taking so long in finding his next great opportunity, I thought this may be a timely topic for a post.
He is not alone I’m afraid, I’ve had to this discussion or email/LI exchange with way too many talented folks over the last 18+ months.
The job market is tough right now. More candidates with fewer roles and longer hiring cycles.
After 25+ years of recruiting, here’s what I’m seeing that help separate the candidates who land offers from those who don’t.
They make it easy for those interviewing them. What do I mean, easy?
They articulate so that is easy to understand what they do, easy to see their impact, and easy to imagine them in the role they are interviewing for.
Their resume and key talking points during interviews is a highlight reel by leading with positive outcomes, not their responsibilities.
They do the homework.
The candidates who stand out research the company, the role, and yes, even the interviewer.
Generic enthusiasm doesn’t cut it when you’re up against 200 other applicants.
They follow up with purpose. Not “just checking in.” They reference something specific from the conversation. They add value and try to remain memorable without being annoying.
They stay visible.
LinkedIn isn’t optional anymore. Engaging with industry content, sharing insights, building relationships before you need them—this is how opportunities find you.
The market will shift. It always does. But the fundamentals of standing out don’t change.
hashtag#DynamicsFocus hashtag#MicrosoftDynamics hashtag#NetSuite hashtag#D365 hashtag#NetSuiteRecruiting hashtag#MicrosoftDynamicsRecruiting