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What Do Recruiters and Hiring Managers Consider a ‘Hot Candidate’?

There is often a disconnect between what candidates believe they have to offer in the marketplace . . . and what companies believe those candidates have to offer.

Of course, the more that a particular candidate and a company looking to hire are on the same page, the more likely it is that the company will hire the candidate.  Unfortunately, this is not the situation the majority of the time.

Why is that?  Because more often than not, candidates overestimate what they have to offer in the way of skills, experience, and expertise.

Of course, human nature is partly to blame.  These candidates are not narcissists; they simply do not have the knowledge necessary to make an accurate calculation of their worth, and ultimately their true candidacy, for an open position.

So what can candidates do to ensure that they don’t make this mistake and waste their time, the time of the recruiter with whom they’re working, and the time of the company seeking to fill the position with the best candidate possible?

If you’re a candidate either actively or passively seeking a new employment opportunity, you can start with the following list of three things that you absolutely need to be considered a “hot candidate” by recruiters and hiring managers:

#1—The candidate must have at least 85% of the skills required for the position.

Keep in mind this is a minimum percentage.  That means of all the skills required for the position, the most in which you should NOT be proficient is one.  Don’t think that you can “learn as you go” or “get by” on a couple of major requirements.  Although you may have confidence in your ability to shorten the learning curve—and confidence is important—that confidence does not make you a “hot candidate.”

#2—The candidate must be willing to accept a salary in the range offered by the company.

Yes, a new job does bring with it the possibility of a bump in salary and/or other compensation.  However, keep in mind that the company is not going to hand you a blank check.  They have a range, and they’re looking for candidates who are willing to accept a salary within that range.  Do they have “wiggle room”?  Maybe, but not as much as you might think or hope, and that “wiggle room” is for candidates who possess 100% of the skills required for the position.

#3—The candidate must be motivated by something other than money.

Why is that?  Because if your primary motivation for doing something is money, then you’ll go wherever there is more money.  Translation: You’re a higher risk for accepting a counter-offer from your current employer.  When it comes to the risk of a candidate accepting a counter-offer, recruiters and companies don’t just want to reduce that risk—they want to eliminate it!

When looking for your next great career opportunity, you must keep these three points in mind.  Every candidate wants to be considered a “hot candidate.”

However, not every candidate is a “hot candidate,” and many of them fail to understand what makes them one and how they can become one.

We help support careers in one of two ways: 1. By helping to find the right opportunity when the time is right, and 2. By helping to recruit top talent for the critical needs of organizations.  If this is something you would like to explore further, please send an email to stacy@thevetrecruiter.com.


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