Ex-Google Recruiter Reveals 8 Secrets Recruiters Won’t Tell You

do you ever wonder what recruiters are thinking about during your job interview well in this tip I'm going to share eight secrets and some bonus tips that recruiters won't share with you but I will I've spent years working in recruitment for companies like Google Lyft Uber Tik Tok and the New York Times and these Insider tips are going to give you a huge advantage and no you don't need any special connections or lots of experience to use these tips and by the end of this video you'll understand why recruiters do what they do which will

help you land your next job offer so imagine you're walking into a room let's say you're walking into a party and as soon as you get there the people in the room take a look at you up and down and they make an assessment about you simply by the way that you look and how you're dressed it's the same when it comes to your resume so when you initially apply to a job that's exactly what a recruiter is doing they're giving it a quick glance to determine if you're the kind of candidate that they want

to hire First Impressions matter a lot and some of you think well maybe I need to use one of these fancy resumés where it's got a head shot and of colors and trust me you do not need that in fact I have a video on how to write a professional resume so if you want something more in depth go ahead and watch that video but overall when it comes to writing a resume hiring managers and recruiters are looking for RS that clearly communicate your value to the business so don't write a resume that's just a

to-do list and you have to make sure that you don't have any typos that the formatting is easy to read and it's simple so make sure you use a format that is professional if you go into Google Docs they actually do have a few templates that you can use which are pretty standard oh one Insider tip when it comes to resumés is always have a single column resume because applicant tracking systems so an applicant tracking system is a software tool that recruiters use to you know to post jobs externally internally move candidates through a job

interview pipeline it's basically a tool that makes a recruiter's job easier and no it's not filtering out your resume using AI or Bots I have another video on that too workday was initially designed to be an HR software and they basically added on applicant tracking in the software and so what a lot of companies do is they use workday because it's actually free if they use it for their HR systems so that's why a lot of companies use it what you'll notice is that when you apply to a job using workday if you have more

than one column it actually can't extract or pull data from your resume if it's more than one column so single column use professional fonts don't use any images if you're applying for a job in the United States don't include a head shot every country has its own rules when it comes to resume writing but definitely in the US don't have that this leads me to my next Point as a recruiter especially when I worked at Google we would get hundreds if not thousands of resumés per day and remember recruiters work on more than one position

we could be working on 10 20 different roles at a time and when candidates apply to jobs the reason why we don't spend much time scanning a resume is because on average and this is actually statistics based on years of experience experience on average about 75% of applicants are not qualified at all for jobs and I know that there are job Seekers out there that are going to say well you know if they just gave me a chance I can do the work but that's not what hiring managers and recruiters are looking for they are

looking for the right fit so if you think about it in terms of a puzzle if we look at a puzzle there's a specific piece that goes into the puzzle we're not trying to jam a piece into the puzzle and like make it fit they're looking for the right fit so when they're looking for the right fit what they're trying to do is they want someone who is actually qualified that's why when you read a job description you'll notice that companies like Google actually any company that's considered to be a government contractor or subcontractor has

to follow ofccp guidelines meaning you have to be 100% qualified for the basic or minimum qualifications and if you're not you can't be considered to be a candidate so there are people who say well I applied for this job and I got rejected a few seconds later well that's because you weren't qualified for the job and more than likely what happened was the recruiter happened to be looking at the role when you applied and so they did a quick glance noticed you weren't the right fit and then they rejected you that's the other thing with

ofccp one of the rules states that all of the resumés that applicants use to apply for jobs must be viewed by human eyes so what you have to do on your resume is you have to clearly demonstrate in the resume that you are the best candidate for the role there's no interpretive dance when it comes to job search if the recruiter has to jump through hoops or Translate anything that you've written you're not the right fit for the rule and so when it comes to the next lesson there are going to be times where you

could have the perfect resume you're the right fit but you might not get an interview and you might not get the job what and here's why going back to the puzzle analogy remember when you are putting a puzzle together there's going to be a missing piece you may be the piece that's like almost a fit but the thing that that is outside of your control that the recruiter knows and the hiring manager knows is that recruit recers and hiring managers understand the composition of the team and so you have team members that have you know

strengths and weaknesses and what they're looking for is a person who's going to fit within that team and fill that Gap as best as possible because let's say there's a member of the current team who's awesome at what they do but maybe they lack some of the soft skills maybe they're not the best Communicator they're okay but maybe they're not the best or maybe they lack some technical skills so what they're doing is when they're hiring someone new they want someone who's going to be able to fill those gaps so when you're in your interview

process and you're asking questions of the hiring manager and other interviewers let's say that are on the team or maybe work alongside the team you can ask some of those clarifying questions to determine if you are or not going to be an exact fit for what they need now in terms of interview process here's what's going on with the next lesson so if you're noticing that you're in the interview uh process with a company and you're noticing that hey wait a minute what's going on like things have stalled out like why is this taking a

long time well there's a couple of things one it could be that the recruiter the hiring manager or the interviewers maybe on vacation maybe they're out of the office they're super busy or the other thing that could be happening and that other thing is this so let's say this other candidate comes through and they are that puzzle piece based on what the recruiter and the hiring manager is saying what they'll do is they will FastTrack that candidate through an interview process that's why they may be delaying you because they think that other person is the

perfect fit so they leap frog that person over in the process to determine if that person really is the perfect fit or not and if they are then they're going to make a decision on that candidate a lot faster which again you don't have a lot of control over that but just know that if you're being delayed in the interview process that's probably the reason why which leads me to again my next lesson which is the top candidates are going to get offers really quickly because recruiters care about how many offers they extend and how

many candidates accept offers we call them OE OE stands for offer extend and OA stands for offer accept those are part of the measurements of success that recruiters have and so if I'm working as a recruiter and I see that there's going to be a candidate that's going to be awesome and more than likely they're probably going to accept this offer I will make sure that they get through that process really quickly and every recruiter does the same thing so what you have to do as a candidate is make sure that when you're in the

interview process you're asking good questions of the recruiter you're asking more about the role what are the gaps ask the recruiter what is the hiring manager looking for when you speak to the hiring manager ask them what the gaps are in their team and how you may be a fit based on what they've learned about you right so asking good questions in the interview process will help you as a candidate when you're actually interviewing with other interviewers so that way you can better prepare and demonstrate your skills in the interview process so that you can

be the right fit for the job hey if you aren't subscribed to my channel why aren't you go ahead and hit like And subscribe because that really helps out my channel and it lets me know that you like these kind of videos when it comes to salary negotiations you have to understand what you can be flexible on and what the company can be flexible on so I have a video about job offers and I go a lot more in depth in compensation and how all of that works but in general um when it comes to

salary negotiations know that when it comes to the salary itself we have a band that we're working in and your interview performance will determine where you fall within that band so let's say fall in the middle of the band because you have an average to above average performance more than likely like when you're trying to negotiate you may not be able to get to the top of that salary band but you might be able to negotiate things like for example um a sign on bonus and the reason why is because you know and the hiring

manager knows that when you start working there your ramp up time is going to be really short as compared to somebody that they have to onboard and teach you know the time in which you begin versus when you're actually ready to be like full fullon working could be like 2 weeks to 2 to 3 months so if you can demonstrate that you can hit the ground running when you start working you're saving that company all of this money two to three months worth of money you might be able to get a sign on bonus instead

of being able to negotiate your base salary so work with your recruiter and ask them you know what's negotiable and what's not negotiable when it comes to uh your offers so there is some flexibility Details Matter a lot especially at top companies when I worked at Google I shared a resume with one of my hiring managers and he caught a typo that I didn't catch and he said this person doesn't pay attention to detail I don't want to hire them and this was the perfect candidate and I can't believe I missed the typo but the

hiring manager saw the typo and that kind of stuff matters and I know that in this world there are things that you know we want the world to be certain ways and we say well that shouldn't matter you know humans aren't perfect that's true but first impressions do matter to these companies and they want to make sure that you're detail oriented because if you're not then when you start working for them let's say you miss a detail or you get a typo or you know you miss a number your lack of paying attention to detail

could cost the company a lot of money and in some cases depending on the kind of work you do it can cost people's lives so that's why it's important to be able to demonstrate your professionalism the fact that you do pay attention to details so the language that you use in your interviews really matters making sure you're being polite you're demonstrating kindness through your interview process all of those things really matter so at Google specifically there's a a terminology called googliness and googliness is all about making sure that you are actually a cultural fit which

leads into the next point so when you are going on your interview do research on the company find out more about what type of culture they have so at Google they have you know googliness and googliness is all about being kind caring about your fellow employees and offering help whenever possible if you demonstrate that you have an attitude of like it's just me on an island you are not going to get hired there whereas let's say it's a place like apple now Apple also has a really open culture but it's open within their own teams

it's not as open when it comes to working with other teams so you might actually be sitting next to someone at work at Apple and you have no idea what they do because they have a secretive culture so again culture really matters and being able to demonstrate that your cultural fit in the company is going to give you a lot of bonus points now when a recruiter asks you what are your salary expectations it's not a trick question it's actually them being genuine here's why because when a recruiter is asking what are your salary expectations

they want to have an idea that your expectations are in alignment with what they're able to give it's not about not giving you money I'll give you an example so if you work at a company that's let's say a small company and you want to work for Amazon more than likely Amazon probably will pay more than the company you're currently working for assuming that the small company is just like a small company it's not a startup it's not got BC funding right so when you're interviewing at Amazon let's say you didn't do your research which

obviously you should if You' watched any of my videos you know got to do your research let's say you're in the situation where the Amazon recruiter is asking you what are your salary expectations you can say to them I have done some research on Amazon compensation and their philosophy I would really love to know from you based on the level of this position what does an average offer look like for this role so that's one thing you can say another thing you can say is well I did do my research on this position but I

don't know what the salary band is for this role can you share that with me and then they'll be able to share with you but overall just know that when a recruiter is asking you for your salary expectations it's a genuine question it's not a trick question to try to not give you money if anything hiring managers if they really like you want to give you as much money as possible cuz they know you're the perfect fit and they'll put their neck on the line to um extend their budget to make sure that they bring

you in on the team here's a bonus tip recruiters are professional matchmakers and what we're doing is we'll have a candidate's resume and we'll take a look at it and then based on the meetings that we've had with the hiring managers we have what's called an intake meeting and in the intake meeting we are intaking what the hiring manager is looking for and what they need so we've got the pattern and we've got the key over here then we've got the candidates resume and what we're doing is we're just doing pattern matching to determine at

least on paper does this person look like they're the right fit and if they are that's when we will talk to the candidate to make sure that they're actually a match so again adding more of those puzzle pieces together so that way we can see a fuller picture recruiters are professional stalkers and if you want a recruiter to professionally stalk you check out this next video and I'll share some awesome tips that are going to help you out