31 May 2023

4.3 Through the lenses of an HR specialist

Author/Compiled by
Jergus Semko (GWP CEE)

Executive Summary

This factsheet serves as a support to other factsheets focused on job searching. You will look at the hiring process from the other side to understand how HR specialists think when they look for the best candidate.


Factsheet Block Body
  • Are my qualities and mindset aligned with what the future employer seeks?
  • Do I understand how does a future employer think?
Factsheet Block Body

There is already a vast number of blogs, videos, and articles about hiring processes, Human Resources (HR) specialists’ confessions and similar, talking about what they encountered at their work and what people do wrong when they are trying to get the job. We are now offering you a chance to learn from the latest statistics and desired characteristics that employers are looking for the most.


  • On average, each corporate job offer attracts 250 resumes. Of those candidates, 4 to 6 will get called for an interview, and only one will get the job. (Glassdoor)
  • Recruiters take an average of 6 seconds to scan a resume. (TheLadders)
  • 87% of recruiters use LinkedIn to check candidates.
    (Jobvite Recruiter Nation Report 2016)
  • Up to 85% of jobs are filled via networking. (LinkedIn)
  • It takes 100–200 job applications to get one job offer (TalentWorks, 2017)
  • The most popular interview technique is structured interviews, used frequently by 74% of HR professionals. This is followed by behavioral interviews (73%), phone screening (57%), and panel interviews (48%). (LinkedIn Global Recruiting Trends 2018)


According to LinkedIn Global Recruiting Trends survey from 2017, the top trends for the future of recruiting focus on more diverse candidates, soft skills assessment, innovative interviewing tools, and big data. The shift towards diversity and digital savviness plays into the hands of those who tend to work with diverse teams connected on a global scale.

On average, it takes up to three interviews to land a job, with a very small possibility of five and more. However, that is usually applied with higher salary grade jobs and would cause major delays if applied regularly. The recruitment process can be longer depending on screening methods. For example, one-on-one interview adds some 4.1 - 5.3 days to the overall length of the hiring process, whereas personality test can add 0.9 - 1.3 days. Statistically, almost half of the interview processes take roughly 5-8 weeks with the rest taking less.

The most frequent sources from where do hires come are career sites, job boards, and referrals. On the other hand, people prefer to apply mostly from the job boards, then the career sites, followed by referral applications.

A proof of the importance of one’s digital footprint is also in the fact that the recruiters now rely heavily on candidate’s LinkedIn, Facebook, and Twitter presence.

For obvious reasons they tend to disqualify candidates if they find evidence of any provocative or inappropriate content, alcohol and drugs, bigoted content over race, religion, gender, etc., bad-mouthing previous company, or even poor communication skills.

The aspects that recruiters usually mention when asked about why the resume was rejected are mostly the impersonal applications, untailored resumes or lack of cover letters.

What they prefer are resumes that are tailored to the open position, skill sets listed first, attached cover letters, and links to personal blogs, portfolios, or websites.

As skillset is undoubtedly a prominent aspect, it is important to try to mix the book learning with real-world learning as much as possible, as this is the number one reason why recruiters reject the resume when talking solely about applicant’s preparedness.

Don’t forget that recruiters take an average of six seconds to scan a resume. Make sure they find only the relevant information in there to increase your chances of getting invited to the next round.


Figure 1: The hiring process 

Characteristics that an HR specialist values

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The foremost quality HR managers look for in a candidate is his/her ability to endure an unpleasant situation. Since turnovers can be expensive for the company, HR prefers to hire a person who has high commitment levels and can stick long.



This is the most important characteristic to identify in a candidate. A trustworthy employee is sure to have long-term benefits for the organisations and is most likely to stick around with the company for long.


Multi-tasking skills

With growing competition in all the sectors, companies prefer to hire multi-tasking employees. This quality not only becomes plus point for the company but also enhances individual's job profile. Many a times businesses resort to cost cutting and have fewer employees who can multi-task. Hence being a multi-tasker can help you grab that job



Everyone wants an asset in their kitty and not a liability, hence motivated and self-driven people become the best bet for any organisation. Employees who are ambitious in nature work hard and surpass their own excellence at work.


Team player

Organisations are full of different beings, while some are afraid of competition, others are too relaxed to even bother. Hence a team player's role is much needed as he needs maintain the balance. A person who shows high level of perseverance and gratitude to work makes a good employee to be hired.


Positive attitude

A positive person brings in “winners” attitude, hence organisations look out for employees with positive attitude. A person with positive attitude can stand up to failure and competition with confidence so they are more likely to get hired.

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4.4 How to prepare for your first job interview

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