As a Recruiter, besides the obvious (and above the obvious) I check for ‘intent’. What is the intent of this job-seeker?

After interviewing, rejecting, hiring and referring thousands of people over my career, I developed a ‘sense of smell’ for intent: certain indicators that denote what this person is actually seeking and what kind of work (and for how long) will do for my Client or for me.

Some show up to the interview with the clear intent of ‘just’ land a job. They agree to almost anything, they ‘like’ everything about the Company and their only concern is about salary and benefits. Although we all need jobs, the ‘intent’ of this Candidate is what will have the strongest influence on his performance. In this case, I will get a team member who is mostly (if not exclusively) concerned with what he is getting, not with my Company, our goals –including our survival as business concern.

I would recommend against hiring this person, regardless of all other credentials.

Some show up with a clear intent of learning, performing, developing a career, help with our mission (which they are curious about, read before the meeting, are familiar about and like to discuss with me). They want to help us build the Company, make more money, hire bright people, etc. Provided the rest of his credentials are a good match for my Company (or Client), I would be very inclined to hire him.

The intent is announcing us what we will get from that individual; we just have to listen and observe (past the usual smoke screen). I recommend against ignoring a red flag triggered by intent, as this motivation is very hard to change.