1 – Assertive style of clothing
Fifteen years ago, candidates for any type of position (sales, technical support, etc.) were expected to show up dressed “for the office” or at least as neutral as possible. Today, we won’t blame you if you show up to the interview in jeans and a jacket or dressed in a more personal style (provided it’s polite).
Regarding the physical appearance of candidates, tolerance has become greater and better appreciation of diversity (culture, generation, etc.) is needed. This does not mean that everything passes, but that the room for maneuver is much less narrowed than before.
2 – Make a spelling mistake
It is not uncommon to hear that the candidate’s spelling quality is no longer as important as before. This is partially true, but only partially. Not because the managers themselves sometimes make mistakes, they are systematically tolerant on the subject – they just became pragmatic because the general level dropped!
The poor quality of a candidate’s spelling can always indicate a certain lack of rigor to recruiters; managers also fear being represented by someone who sends messages full of blunders. However, with the tension in the market helping, everyone is realistic and will no longer be deprived of a brilliant technical profile due to a lack of agreement in an email!
3 – Adopt a relaxed tone
Generally speaking, the style of professional exchanges has become much more flexible (watch out, however, for the persistence of certain formalisms, for example in the public sector). Exchanges are less pompous, more direct than in the past, even informal. Their tone is also more egalitarian and managerial contempt is no longer tolerated. It is true, therefore, that candidates can, with caution – we avoid making coffee during the video interview – allow themselves to be more relaxed during the interview.
Moreover, the intensive use of video during imprisonment undoubtedly contributed to lowering the threshold of tolerance for incidents (among other things, the passage of children in the field). After all, some of the remote interviews that take place today tend to be modeled after what the collaboration will be like later (sometimes via screen); therefore, they are often more cordial and warm than “classic” interviews. This does not mean, however, that the demands have disappeared. Be careful. And watch out for the trap of premature dating!
4 – Discuss parent availability very early on
It seems that family problems have long been clearly separated from the professional sphere. However, as traditional domestic models have changed, men’s place in family affairs is increasingly being put on the table. Candidates talk about the need for paternity leave, availability to children, etc. Not to mention the issue of shared custody after divorce which makes travel difficult at certain times.
This means that the candidate’s requests on this topic are much better accepted and are no longer considered a disadvantage when hiring. Of course, everything is far from ideal, but we cannot deny that things are moving in the right direction. Talking about family and children is no longer systematically unpleasant.
5 – Formulate specific expectations
It was usual to leave the formulation of certain expectations for later, especially regarding work organization and/or attendance; this is changing. Say you want to work remotely one day a week at least and for reasons X or Y (family or health reasons, the need for silence to perform certain tasks, etc.) is no longer considered undesirable. This can certainly weigh on you when you are faced with a profile with lower expectations, but today we consider these requirements to be a sign that you have projected yourself into the position, with a perfect knowledge of your needs in order to be effective. The main thing is not to turn these expectations into non-negotiable demands.
6 – Talk about your values, ethics and expectations
In the midst of the war for talent, companies’ efforts to create a positive employer brand, their promotion of the values of inclusion, environmental responsibility, etc., have caused a new wariness among candidates. In this context, it is not surprising that they ask new questions, look for evidence, but also a certain consistency in their speeches. Seeking to know how a company embodies the values it demonstrates is not clumsiness, but a sign of good knowledge of its contextual capabilities…namely: we will not be able to adapt or perform at our best in a company that calls itself feminist but has no women in top management.
7 – Mention your anxiety
We can still read advice urging candidates to hide their stress in interviews and appear calm and confident. Of course, fidgeting in the chair, wringing your hands or biting your nails should be avoided; However, the emotional state of the candidate is something that recruiters care about and take into account.
A candidate who is a little too anxious today will have every interest in talking about it openly to his interlocutor. Recognizing that we feel anxious during an interview is human and not a mistake in itself – and we will embrace this honesty all the better because it also allows us to better “read” the candidate and ask them the right questions; ones that will allow him to say who he is, not to simulate what we would like him to be.