Different types of candidates and their job-seeking approaches

Every person who steps through your business's doors looking to be your next hire will show up in their own way. They may be authentic, playing a part or something in between. These different types of candidates have varied job-seeking approaches, and you need to prepare for all of them if you want to build a strong team.

That's why we're here. Let's review the information together.

Personality-based candidate attributes

Many people come across differently in interviews than they actually are. Talkative candidates could be nervous. Exaggerators may be trying to conceal a lack of qualifications or could suffer from a lack of confidence. However they appear, there are ways for you to respond that work.¹

Indeed¹ has an article that covers more situations, but we are going to focus on the two extremes.

If someone is worried, it doesn't mean they're not qualified. To tell whether they're a good match for your company, help them feel more confident about the interview. Inject some casual questions into the conversation to diffuse their nerves, and watch them reveal their true selves!

If a candidate inflates, they may be telling you what you want to hear and be slightly underqualified. To suss out the truth, go a level deeper with more questions related to your initial question. Leave no room for ambiguity when it comes to their qualifications. Who knows, you may discover that they have other skills that are more aligned with your needs!

Persona-forward candidates

Personas are real, too, and job seekers tend to adopt those archetypes.

Some you may have met include Extroverted Leader, Introverted Leader, People Pleaser, Oversharer and Ghost². You can identify them in interviews by their behaviors.

Extroverted Leader

• Talkative
• Exuberant
• Able to easily command attention

Introverted Leader

• Shy in real life
• Great at writing
• Deep thinkers

People Pleaser

• Says "yes" to everything
• Dislikes disappointing others
• May lie about how qualified they are

Oversharer

• Tells everyone everything on social
• Doesn't edit their presence

Ghost

• Great on paper
• Disappears

These personas aren't necessarily who people are. Focus on getting to know them as individuals and workers, not fictitious models. You can note patterns, but it's important to understand the reasons they act the way they act.

Employment status and its influence

If you want to earn respect from job seekers, it's best to meet them where they're at. Determining where they're at, active or passive, will help you meet their needs.

Active job seekers

Active job seekers are looking for stability, more responsibility and grace for any employment gaps.¹ Why?

• Their job may have been outsourced.
• They may have worked for a company that went under.
• They could've taken leave and must now re-enter the workforce.
• It's possible they just really don't like their current job and are highly motivated to find a new one that makes them feel more fulfilled.

Passive candidates

Passive candidates expect individual outreach because they aren't looking formally. It will be unlikely that they'll have a resume on hand, so you will need to offer alternative ways to tell you their career story.¹

A passive candidate will require a longer career sales process that illustrates why your opportunity is an upgrade from their current situation.¹

To get them interested:¹

• Be clear: Let them know you want to hear back whether they want to work for you or not.
• Foster steady communication: Explain that you're in it for the long term and willing to build a relationship without expectations.
• Offer employee referrals: If they make a move, they'll want to be sure that people like working for you. Connect them with people they can talk to about your company.
• Give them reasons: Tell them why you reached out, specifically. Make it clear that it's about them as a candidate, not everyone and anyone.

No matter who comes into the room, ask the right questions

To get better answers and to assess fit, ask behavioral questions.³

You can do this by using the STAR (Situation, Task, Action and Result) technique, which we outlined previously in Top behavioral questions to ask candidates for optimal hires.

We hope our insights help you fully see the real people who sit across from you, eagerly hoping for a future at your company. If you would like additional assistance finding ideal matches, we're here.

Sources and inspiration

1. 11 Types of Interviewees and How To Identify Them
2. 5 types of candidates you'll see in every interview
3. Top behavioral questions to ask candidates for optimal hires

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