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

Summary

This video script reveals eight insider secrets from a recruiter's perspective, offering job seekers a competitive edge in the hiring process. With experience from top companies like Google and Uber, the speaker shares tips on crafting a standout resume, understanding recruiter's quick assessments, and the importance of cultural fit. The script also covers the significance of interview questions, salary negotiations, and the recruiter's role as a professional matchmaker, providing actionable advice to help viewers land their dream job.

Takeaways

• 😀 First impressions on a resume are crucial, as recruiters quickly assess candidates based on appearance and presentation.
• 📄 Keep resumes simple, clear, and free of typos to effectively communicate your value to potential employers.
• 📑 Use a single-column format for resumes to ensure compatibility with applicant tracking systems like Workday.
• 👔 Dress professionally and be aware of cultural fit when applying to jobs, especially at companies with distinct cultures like Google or Apple.
• 🔍 Recruiters look for the 'right fit' for a role, not just qualified candidates, considering how well a candidate will mesh with the existing team.
• ⏱️ Be patient with the interview process; delays can occur if a recruiter identifies another candidate as a better fit.
• 💼 Top candidates may receive job offers quickly, as recruiters prioritize extending offers to those they believe will accept.
• 💰 During salary negotiations, understand that your interview performance can influence your position within the company's salary band.
• 🔎 Pay attention to details in your resume and during interviews, as even small mistakes can impact your chances of being hired.
• 🗣️ Demonstrate cultural fit and 'googliness' (at Google) or other company-specific values during interviews to increase your chances of being selected.
• 💬 When asked about salary expectations, be open and research-based, showing you've done your homework on the company's compensation philosophy.

Q & A

What is the first thing recruiters do when they receive a resume?

The first thing recruiters do when they receive a resume is to give it a quick glance to determine if the candidate is the kind of person they want to hire, similar to making an assessment at a party based on appearance and dress.

Why should a resume be simple and professional according to the script?

A resume should be simple and professional because hiring managers and recruiters are looking for resumes that clearly communicate the candidate's value to the business. It should not be just a to-do list, and it should be free of typos, with easy-to-read formatting and a professional format.

What is an applicant tracking system and why is a single-column resume important?

An applicant tracking system is a software tool used by recruiters to post jobs, move candidates through the hiring process, and manage their workload. A single-column resume is important because some applicant tracking systems, like Workday, may not be able to extract data from multi-column resumes, potentially causing your application to be overlooked.

Why do recruiters reject a high percentage of applicants quickly?

Recruiters reject a high percentage of applicants quickly because, on average, about 75% of applicants are not qualified for the jobs they apply to. Recruiters are looking for the right fit for the role, and if a candidate does not meet the basic qualifications, they are not considered a fit.

What is the significance of the OFCCP guidelines mentioned in the script?

The OFCCP guidelines are rules that companies considered government contractors or subcontractors must follow, which include being 100% qualified for the basic or minimum qualifications of a role. If a candidate does not meet these qualifications, they cannot be considered for the position.

Why might a recruiter delay the interview process for a candidate?

A recruiter might delay the interview process for a candidate because they are considering another candidate who seems to be a better fit for the role. They may fast-track this other candidate to determine if they are indeed the right fit, which can cause delays for other candidates in the process.

How can asking good questions during the interview process help a candidate?

Asking good questions during the interview process can help a candidate by allowing them to better understand the role, the team's needs, and how they can be a good fit. It also demonstrates engagement and interest in the position, which can be favorable to recruiters and hiring managers.

What is the importance of demonstrating a cultural fit during an interview?

Demonstrating a cultural fit during an interview is crucial because it shows that the candidate aligns with the company's values and work culture. Companies like Google, for example, look for 'googliness' which is about being kind, caring, and helpful, which are essential traits for fitting into their culture.

Why do recruiters ask about salary expectations during the interview process?

Recruiters ask about salary expectations to gauge if the candidate's expectations align with what the company can offer. It's a genuine question to understand the candidate's compensation expectations and to see if there's a potential match within the company's salary band for the role.

What is the role of a recruiter in the hiring process as described in the script?

A recruiter's role in the hiring process, as described in the script, is to act as a professional matchmaker. They match candidates' resumes with the needs and requirements specified by hiring managers, ensuring that the candidates are a good fit for the role on paper before moving forward with the interview process.

Outlines

00:00

📄 Resumes and First Impressions

This paragraph discusses the importance of first impressions in job interviews, drawing a parallel between entering a party and submitting a resume. The speaker emphasizes that recruiters quickly assess resumes to determine if the candidate is a good fit. The advice is to avoid fancy resumes and instead focus on clearly communicating one's value to the business. The speaker suggests using a single-column format, professional fonts, and avoiding images or headshots, especially in the US. The paragraph also touches on the use of applicant tracking systems, which are software tools that recruiters use to manage the hiring process, and the importance of tailoring resumes to these systems for better visibility.

05:00

🧩 The Puzzle of Hiring: Fit and Team Composition

The second paragraph delves into the concept of being the 'right fit' for a job, using the analogy of a puzzle. It explains that recruiters are not just looking for qualified candidates but also for those who can fill gaps in a team's strengths and weaknesses. The speaker advises job seekers to ask clarifying questions during the interview process to understand how they might fit into the team's existing dynamics. The paragraph also addresses the possibility of delays in the interview process, suggesting that recruiters might be fast-tracking other candidates who seem to be a better fit. It stresses the importance of demonstrating one's ability to contribute to the team and the role quickly, which can be advantageous during salary negotiations.

10:02

💼 The Impact of Interview Performance and Cultural Fit

This paragraph focuses on the impact of interview performance on salary negotiations and the importance of cultural fit within a company. The speaker explains that top candidates who are likely to accept offers are processed quickly by recruiters. It highlights the significance of asking insightful questions during interviews to showcase one's understanding of the role and the team's needs. The paragraph also touches on salary negotiations, suggesting that while base salary might be negotiable to an extent, other benefits like sign-on bonuses could be more flexible. The speaker underscores the importance of attention to detail and cultural alignment, using 'googliness' at Google as an example of the cultural attributes sought after in candidates.

💬 Salary Expectations and Recruiter's Role

The final paragraph discusses the recruiter's role in matching candidates with job opportunities and the significance of salary expectations. It clarifies that when recruiters inquire about salary expectations, they are genuinely trying to gauge alignment with the company's compensation structure. The speaker advises candidates to research the company's compensation philosophy and to ask recruiters for the salary band for the role. The paragraph concludes with a bonus tip, positioning recruiters as professional matchmakers who match candidates' skills and experiences with the needs expressed by hiring managers, and it invites viewers to watch a subsequent video for more tips on how to make a positive impression on recruiters.

Keywords

💡Recruiters

Recruiters are professionals who specialize in the hiring process, responsible for finding, screening, and placing job applicants. In the context of the video, recruiters are portrayed as gatekeepers who assess job candidates based on their resumes and interview performance. The video emphasizes the importance of understanding recruiters' perspectives to improve one's chances of securing a job offer.

💡Resume

A resume is a document used by job applicants to detail their skills, experiences, and achievements. The video stresses the significance of a well-crafted resume, advising that it should clearly communicate a candidate's value to a potential employer. It also mentions the importance of avoiding typos and using a simple, professional format that is compatible with applicant tracking systems.

💡First Impressions

First impressions refer to the initial judgments or evaluations made about someone or something, which can significantly influence subsequent interactions. The video uses the analogy of walking into a party to illustrate how recruiters quickly assess resumes, highlighting the need for candidates to make a strong first impression through their resume's appearance and content.

💡Applicant Tracking System (ATS)

An Applicant Tracking System is a software tool used by recruiters to manage the recruitment process, including posting jobs, tracking applicants, and facilitating interviews. The video explains that ATSs can affect how resumes are processed, advising job seekers to use single-column resumes with professional fonts to ensure compatibility with these systems.

💡Cultural Fit

Cultural fit describes how well a candidate's personal values, behaviors, and work style align with those of a company. The video discusses the concept of 'googliness' at Google, which emphasizes kindness and a collaborative spirit, as an example of the importance of cultural fit in the hiring process. It suggests that demonstrating alignment with a company's culture can increase a candidate's chances of being hired.

💡Salary Negotiation

Salary negotiation is the process of discussing and agreeing on the compensation package for a job offer. The video touches on this topic, advising candidates to understand what aspects of an offer are negotiable and to be aware of how their interview performance can influence their position within a company's salary band.

💡Detail Orientation

Detail orientation refers to the ability to pay close attention to details and accuracy in one's work. The video uses the example of a typo in a resume leading to a candidate's rejection at Google to underscore the importance of detail orientation. It suggests that demonstrating attention to detail can signal professionalism and reliability to potential employers.

💡Interview Process

The interview process consists of a series of meetings and discussions between a job candidate and potential employers to assess suitability for a role. The video discusses various aspects of the interview process, including how to ask insightful questions to understand team dynamics and role requirements, which can help candidates demonstrate their fit for the position.

💡Professionalism

Professionalism encompasses the conduct, ethics, and etiquette expected from a professional in a work setting. The video highlights the importance of maintaining professionalism in job applications and interviews, including using polite language, demonstrating kindness, and presenting oneself in a manner that aligns with the company's expectations.

💡Team Composition

Team composition refers to the mix of skills, personalities, and roles within a work team. The video explains that recruiters and hiring managers consider how a candidate might fit into the existing team, suggesting that understanding a team's strengths and weaknesses can help candidates position themselves as a valuable addition.

💡Salary Expectations

Salary expectations are the anticipated compensation a job candidate believes is appropriate for a position. The video advises candidates to be prepared to discuss their salary expectations honestly and to align their expectations with the company's compensation philosophy, emphasizing that recruiters are genuinely interested in understanding and meeting these expectations.

Highlights

Recruiters make quick assessments based on your appearance and resume, similar to first impressions at a party.

A professional and simple resume format is key; avoid fancy designs and multiple columns.

Recruiters look for resumes that clearly communicate your value to the business.

Use single-column resumes with professional fonts for compatibility with applicant tracking systems.

In the U.S., do not include a headshot on your resume, as it's not standard practice.

Recruiters receive a high volume of resumes and spend little time on each due to the large number of unqualified applicants.

Understanding the OFCCP guidelines is crucial for demonstrating qualifications in your resume.

Recruiters are looking for the 'right fit' for the team, not just qualified candidates.

Delays in the interview process could be due to the recruiter finding a better fit for the role.

Top candidates are often extended offers quickly to secure their acceptance.

Asking good questions during the interview process can help demonstrate your fit for the role.

Salary negotiations should consider what you can be flexible on and what the company can offer.

Details matter, especially at top companies; typos and attention to detail can impact your candidacy.

Cultural fit is important; research the company's culture to align your interview approach.

When asked about salary expectations, recruiters are genuinely trying to gauge alignment with their offer range.

Recruiters act as professional matchmakers, pattern-matching your resume with the hiring manager's needs.

Recruiters are professional stalkers, researching candidates to ensure they're a good fit for the role.

Transcripts

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