20 Hiring Truths Everyone Should Know
The hiring process is often clouded with misunderstandings. Whether you're a hiring manager searching for the ideal candidate or a job seeker eager to land the right opportunity, the journey is rarely straightforward. Along the way, critical decisions shape the outcome, where some paths lead to success, while others bring the process to an unexpected halt.
With 15 years of experience in executive recruitment, I’ve seen what success looks like (and what it doesn’t look like). In a recent meeting with my team, I asked our recruiters to share their most valuable insights, and together, we compiled "Top 10” lists of hiring truths. This collection highlights the most important takeaways we wish every hiring manager and job candidate knew to navigate the process more effectively and make it a more rewarding experience for everyone involved. Here is what we captured.
10 Things Every Hiring Manager Should Know
The “unicorn candidate” is a myth. Hire for impact, not perfection.
Instead of chasing an idealized version of a candidate, focus on the skills and leadership traits that will drive results. Some of the best hires do not fit the traditional mold but bring fresh thinking and adaptability to your team.Job gaps are not red flags. Context matters.
Since COVID, career paths have become more fluid, with candidates making strategic pivots or taking breaks for valid reasons. A rigid approach could mean missing out on a great hire.Resumes tell a story, but they are just the first chapter.
A candidate’s background on paper only reveals part of their value. True potential often lies in qualities like leadership, problem-solving, and cultural fit, traits that aren’t always evident on paper. Keep an open mind, especially when a trusted recruiter or team member highlights a candidate’s strengths.Your interview presence matters as much as theirs.
Just as candidates are expected to be polished and professional, hiring managers should be, too. Avoid distractions, show up prepared, and create a welcoming environment. And absolutely no politics, controversial topics, or personal biases. Believe me, it happens more than you think!A strong recruiter relationship is your competitive edge.
Recruiters are not just resume gatekeepers. They are your hiring strategists. The best recruiters will challenge your assumptions, bring market data to the table, and push you to think creatively about talent. Leverage them as true partners, not just vendors.Recalibrating a search is not failure. It is strategy.
Hiring is not always linear. If you are struggling to find the right candidate, be open to adjusting expectations, salary, or job scope. A great recruiter thrives on creative problem-solving, so collaborate with someone you can count on to refine the search.Timely feedback keeps candidates hooked.
Top candidates will not wait around. Delays in communication can cost you great talent. Even if a candidate is not the right fit, a quick response demonstrates professionalism, strengthens your employer brand, and keeps the hiring process moving.Competitive intelligence is an asset.
The more insights you share, the better your recruiter can refine their search. Let them know where you would love to source candidates and where you would prefer not to go. Industry knowledge, competitor insights, and internal hiring challenges all provide valuable context.Your reputation follows you. Candidates do their research.
Hiring managers are often the first impression of a company. If your interview process is disorganized, if you go dark on candidates, or if your workplace culture has negative Glassdoor reviews, top talent will notice. Every interaction matters.Hire for the future, not just the role.
A great hire is not just about filling today’s job, it’s about building long-term success. Look beyond the job description and consider where a candidate could grow in three to five years. The best leaders invest in hiring people who will evolve with the company and make a lasting impact long after their onboarding is complete.
10 Things Every Job Seeker Should Know
Rejection is often about timing, not ability.
Hiring decisions are influenced by company priorities, internal changes, or changes in budget. A rejection does not mean you were not qualified; it means this role was not the right fit at the right time. Stay proactive, keep applying, and focus on finding the right match.Apply even if you are not 100% qualified.
Very few candidates check every box on a job description. Companies value problem-solving skills, leadership ability, and a strong learning mindset. If you meet most of the criteria and can demonstrate your ability to grow into the role, you are likely a strong contender.Your resume should be clean, simple, and targeted.
A clear and structured resume makes it easier for recruiters and hiring managers to quickly understand your experience. Fancy graphics, text boxes, or over-designed formats can be hard to read. Tailor your resume to highlight the most relevant experience for each role. [We recommend downloading a copy of our resume writing guide.]Networking will get you further than a cover letter.
Unless required, a cover letter will not make or break your application. What will? A strong referral. Instead of spending time on a cover letter, focus on networking, reaching out to industry professionals, and getting your resume in front of decision-makers.Professionalism in every interaction matters.
Every email, call, and interview shapes how recruiters and hiring managers perceive you. Be prompt, polite, and prepared. If you commit to sending something, follow through. If you schedule an interview, show up on time. These details will not go unnoticed.Be honest about your job search and availability.
Transparency will not cost you opportunities, but misrepresenting your situation might. If you are considering other offers, have a shift in availability, or need to negotiate salary, communicate openly. Recruiters can advocate for you, but only if they have the full picture.Set your salary expectations and keep them realistic.
Do your research on compensation trends before an interview. Be upfront about your salary range, but also consider benefits, bonuses, flexibility, and long-term growth potential. If a role does not align with your financial needs, it is better to walk away early rather than invest time hoping for a change, only to end up disappointed later.Interviews are just as much about you evaluating them.
A job interview is not just a test of your qualifications. It is also your chance to evaluate the company. Research the culture, ask thoughtful questions, and don’t overlook red flags. A strong salary or title will not make up for a poor work environment.Fast responses keep you ahead of the competition.
Hiring delays are caused by candidates as often as companies. If a recruiter or hiring manager reaches out for interview availability, additional details, or feedback, respond within 24 hours. Prompt communication keeps you in the running and signals enthusiasm for the role.Communicate professionally, even if you are no longer interested.
If you decide to withdraw from a role, let the recruiter or hiring manager know. Ignoring emails or failing to show up for an interview damages your reputation. A simple message saying, "Thank you for the opportunity, but I have decided to pursue another role" keeps the door open for an unknown future.
The best hiring outcomes happen when both companies and candidates view the process as more than just filling a position, but as a strategy for building the right teams and shaping meaningful careers. When both sides approach hiring with intention, collaboration, and a long-term mindset, the result is stronger organizations, more engaged employees, and lasting success for everyone involved. Not to mention, when hiring managers and job seekers hold up their 10 ends of the bargain, recruiters can focus on the most rewarding part of the job – helping companies and professionals reach their full potential!
