Tips From Recruiters: 9 Things That Actually Get You Hired

Have you ever tailored your cover letter and sent out applications, but still heard nothing back?

You are not alone. According to Glassdoor, the average corporate job opening attracts nearly 250 applications and of those, only four to six candidates get called to interview.

The problem is not always your qualifications. Often, it comes down to a few small but critical things recruiters notice immediately–and most candidates have no idea.

So we went straight to the source. JobLeads asked hiring managers and talent acquisition professionals to share their top recruiter tips for candidates. Here is what they said.

Let’s analyze each advice and show what it means in practice

1. Do your research before applying

Recruiters can tell within minutes when a candidate has not done their homework. The ones who stand out go beyond the About Us page and connect their experience directly to the role to show they understand the company.

This is one of the most consistently shared recruiter tips and tricks and according to a survey by TopInterview, it’s also where most candidates fall short. Also, according to Apollo Technical research, over 70% of hiring managers say that being unprepared is the most common mistake they see in interviews. It’s one of the easiest things to fix, yet it’s one of the last things most people bother to do.

”What stands out the most to me when I’m looking through candidate profiles is whether or not they’ve done their research in a meaningful way. By this I mean they’ve researched the role and relate it back to how their skills can contribute. It’s these kind of candidates that get through the initial rounds. This could look like speaking about a project they’ve worked on that’s similar to ours, or something they read about us that resonated or even just what they think about our positioning or previous projects. It’s just about going the distance and showing up in a way that makes it easy for the recruiters to envision you on the team.”

• Harry Morton, Founder at Lower Street

Before you apply, look at the company’s recent news, their market positioning, and the specific challenges the role is meant to solve. Levon Gasparian, CEO & Founder at EntityCheck, adds that the strongest candidates ”present answers that directly correlate with day-to-day operations at the prospective company” and back that up with evidence of competency.

2. Tailor your resume to each job posting

One of the most repetitive themes is that a generic application is easy to spot and it rarely moves forward. Tailoring your resume signals effort, and effort matters.

Jobscan’s analysis found that candidates whose resume job title matched the title in the posting were up to 11 times more likely to land an interview. A small, targeted tweak and the difference is enormous.

Meera Watts, CEO and Founder at Siddhi Yoga, has seen it from both sides:

”Treat every application as if it’s the only one you are submitting that week. Most people do not do this at all. A lot of candidates just submit the same resume and the same cover letter to thirty different companies and then complain that they are not being contacted. After 13 years of recruiting experience, I can right away spot a generic application in about 45 seconds (...). My advice doesn’t mean that you have to write a completely new resume for every job. It means making tweaks on two or three bullet points to reflect the language in the job posting and writing a cover letter that demonstrates you took a little time to actually read about the company.”

3. Highlight your unique value proposition

Recruiters see hundreds of profiles. The candidates who cut through the noise are those who know what makes them different and lead with it clearly.

”Determine your personal value proposition and show up with authenticity to share it.”

• Jessica Acosta, VP of Recruiting at Waterstone Human Capital

Think of your personal value proposition as your professional headline. What do you bring that is genuinely hard to replicate? A niche technical skill, deep sector knowledge, or a specific track record in a high-stakes area? That is what should lead your resume, LinkedIn summary, and interview.

Avoid the temptation to sound impressive with inflated language. As John Karsant, Founder and CEO at LevelUp Leads, notes: ”The greatest mistake candidates make is that they attempt to sound impressive rather than be direct and clear (...) When I am looking through resumes or interviewing someone, I’m mainly just trying to know what you actually did and whether you can repeat it.”

Read more: Discover advice on how to structure your job search strategy for best results. Also, learn how to optimize your resume for ATS to ensure the hiring managers see your application.

4. Tap into your network for referrals

Referrals are one of the most powerful and most underused tools in a job search.

According to Pinpoint’s analysis of over 4.5 million applications, referred candidates are 7 times more likely to be hired than those who apply via job boards. And there is a reason for that: up to 70% of jobs are never publicly advertised, meaning the candidates who hear about them first are almost always those who have built connections inside the company.

Nathan Putsey, Talent Acquisition Manager at JobLeads, recommends a direct approach:

”If you genuinely feel you’re a strong fit for the role, don’t just apply and wait. Reach out directly to the hiring manager or recruiter via email or LinkedIn. Taking that extra step shows initiative and signals that you’re willing to go beyond the standard process. Be sure to keep your message personal and tailored, avoid anything generic. A short, sharp note works best, ideally with a couple of bullet points highlighting your most relevant experience or key achievements. Think concise, not an essay. It won’t always lead to a response, but it can absolutely set you apart.”

Even if you do not know anyone at the company, you can build a connection. Look for second-degree connections on LinkedIn, attend industry events, or ask a mutual contact for a warm introduction before you apply.

Read more: Check out all you need to know about the hidden job market and how to tap into it. Also, learn how to find a headhunter.

5. Clean up your social media presence

Before a recruiter ever calls you, they have likely already searched your name. What they find shapes their impression before you say a word.

This comes up in almost every list of recruiter tips for beginners but the data shows it trips up experienced candidates just as often. A CareerBuilder survey found that nearly 70% of employers use social media to research job candidates. Moreover, nearly half of recruiters are less likely to call a candidate for an interview if they cannot find them online at all.

”Your LinkedIn profile is telling a story right now, whether you shaped it or not. Make sure your skills, titles, and experience are fully filled out. Recruiters and AI tools are scanning for specific keywords and if they are not there, you are invisible. The candidates who get found are the ones who made it easy to find them.”

• Kristina Angel, President & Partner at Turning Point

Go through every public profile including LinkedIn, Instagram, and any other platforms, to make sure they are professional and consistent. Set anything personal or off-brand to private. Also, ensure to fill in every section on LinkedIn. A half-complete profile is almost as bad as no profile at all.

Read more: Your personal branding matters, so learn how to build it and stand out to employers.

6. Practice telling your professional story

One of the lesser-discussed recruiter tips for candidates is that knowing your story matters as much as knowing your skills. Interviews are not just about your answers, they are about how you think.

”A mistake I see a lot is candidates trying too hard to give the ‘perfect’ answer. They over-rehearse, and everything starts to sound a bit scripted. What actually stands out more is when someone walks me through how they think. If I ask about a challenge, I care less about a polished story and more about how you approached it, what options you considered, and what you learned, even if it didn’t go perfectly. That tells me how you’ll handle real situations on the job.”

• Peter Barnett, VP of Product Strategy at Action1

Practicing workplace mindfulness before interviews can help you stay present and think clearly in the moment, instead of falling back on a rehearsed script.

Moreover, Jessica Acosta, VP of Recruiting at Waterstone Human Capital, frames it simply: ”Determine your personal value proposition and show up with authenticity to share it.” The candidates who are remembered are those who had something genuine to say and not those who said it in the most polished way.

7. Prepare concrete examples and evidence

One of the most consistent recruiter interview tips is for job seekers to stop listing what you were responsible for and start showing what you actually delivered. Vague claims are one of the top reasons strong candidates get filtered out early.

According to a TheLadders eye-tracking study, recruiters spend just 7.4 seconds on an initial resume scan. This means that your evidence of impact needs to be visible immediately, not buried. Also, an analysis by Cultivated Culture found that resumes featuring quantified achievements saw roughly 40% more interview offers than those that listed responsibilities without measurable outcomes.

”The work experience section of your resume shouldn’t look like you copy-pasted the responsibilities from the job description. It should be clear to whoever is reading it exactly what you contributed and how you’ll bring that same value in your next role. The same is true during interviews. Don’t just give generic hypothetical answers. Instead, draw on your real, lived experience to provide context for your responses and validate that you have the skills and knowledge the role requires. Impact matters and real experience resonates, especially in the current AI era, where it’s easier than ever for people to sound polished while making false claims about their abilities.”

• Jon Hill, Chairman & CEO at The Energists

Adam Dayan, Founder at Consumer Law Group, LLC, adds to this argument: ”When I see [candidates] take ownership of the role and follow through on their responsibilities (...) it tells me how they think and whether I can count on them.”

So, instead of “led a team,” write “managed a cross-functional team of 7 and cut project delivery time by nearly 25%.” Let the numbers do the work.

Read more: Check out the top remote interview tips to win your next virtual interview.

8. Ask thoughtful questions in the interview

There are plenty of tips for interviewer preparation out there, but most focus entirely on how to answer questions. What you ask matters just as much, and it’s one of the most consistently missed opportunities recruiters flag.

An interview is a two-way conversation. The questions you bring to the table reveal as much about you as your answers do. So, coming in with nothing to ask sends a clear signal to the other side of the table.

”My top tip for candidates preparing for interviews is to read about the company and always have questions to ask. Even if you do not think you need to know anything additional, always include questions at the end, such as ‘How would my typical work day look like?’, ‘How would you describe your company culture?’, ‘How many team members will be in my department?’”

• Susan Snipes, Head of People at Remote People

The best questions do two things at once: they show you have done your research, and they help you make a genuine decision about whether the role is right for you. Avoid generic questions like “what are the growth opportunities here?” unless you can tie them to something specific you have already learned about the company.

Read more: Do you want to start to work from home? Check out this guide on how to find a remote job.

9. Always follow up after the interview

Last of the recommended tips from recruiters but certainly not least. Following up after an interview is very important, yet not many people act on it.

A TopResume survey found that 68% of managers say a thank-you note impacts their hiring decision. More strikingly, nearly 1 in 6 interviewers have dismissed a candidate entirely for not sending one.

”Something that always impresses me, and really tells me I’m dealing with a mature and proactive candidate, is how they follow up after an interview. Because that itself is another touchpoint with the interviewer, but not a lot of candidates see it that way... that follow-up is your chance to do more. You can clarify something you didn’t explain well or expand on an answer. Sometimes I’ll see a person we interviewed even bring up a point they thought of after reflecting on the conversation. That tells me they’re very engaged and give it a lot of serious thought.”

• Riley Beam, Managing Attorney at Douglas R. Beam, P.A.

Send a follow-up email within 24 hours. Thank the interviewer by name, reference one specific moment from the conversation, and reinforce a key point about your experience. Remember to keep it brief, three to four sentences will do the trick.

Read more: If you're not getting interviews despite doing everything right, here's how to change that.

Tips from recruiters: summary

Landing a job in a competitive market is rarely about being the best candidate on paper. It’s about giving recruiters every reason to say yes at every stage of the process.

Keep it mind that none of the tips require you to reinvent yourself. They just require a little more intention at each step.

The recruiter tips in this article come straight from hiring professionals who evaluate candidates every single day. The common thread? It’s rarely about being the most qualified person in the room. It’s about showing up prepared and making it easy for a recruiter to say yes.

It can be overwhelming so start with one. Pick the tip most relevant to where you are in your job search and put it into practice today. Also, let a platform with dedicated recruiters and headhunters help you in your journey.