As a hiring manager, I’ve seen it time and time again – talented entry-level candidates shooting themselves in the foot with outdated advice and misguided strategies. It’s painful to watch, especially when I know they could be a great fit for my company. That’s why I want to share a PSA from the other side of the table: what really matters when I’m hiring, and what common mistakes can disqualify an otherwise promising candidate.
First and foremost, I care about trust. Can I trust this person to be honest, reliable, and a team player? It’s not about being perfect; it’s about being genuine. Then, I consider whether they can do the job – not just today, but with some guidance and growth. And finally, I want to know if they truly want to work here, if they’ll be happy and fulfilled in the role.
The problem is that many candidates approach job hunting as a hyper-optimized game, trying to outsmart the system with flowery emails, interview assistants, and ResumeMaxxing. But here’s the thing: these tactics can backfire. They make you look inauthentic, untrustworthy, or even dishonest. And trust me, I’ve seen it all before.
Take, for example, the candidate who sends a clearly AI-generated email or uses an interview assistant to fake their way through a coding test. It’s not hard to spot, and it immediately raises red flags. Or the candidate who tries to feign knowledge or interest in a tool or product without actually understanding it. It’s not about being an expert; it’s about being honest and willing to learn.
The truth is, most hiring managers are skeptical of candidates who try to game the system. We’ve seen so many people try to fake it that we default to being distrustful. And that’s a shame, because it means talented candidates can get lost in the noise.
So, what can you do instead? Be authentic, be honest, and focus on building real connections with the people you meet during the hiring process. It’s not about trying to outsmart the system; it’s about being the best version of yourself.