According to Netquote - an insurance lead provider for insurance agents - who commissioned a survey of 800 professionals in charge of hiring, there are quite a few similar issues that take the attention of the hirers and assure that the applicants will get noticed - or otherwise.

The respondents to the survey stated that their opinion of the applicant began when they received the resume which, if it was accompanied by a photograph, 42% stated was a poor start. Following that, 36% of the hiring managers do not like a nontraditional resume - whilst 35% do. Twenty nine per cent had no preference at all. Three pages of resume were considered to be in excess by 51% of the respondents and just under 25% thought that two pages was too long.

In the actual interview, 32% of managers selected the ability to communicate well with a team as being essential; 30% of hiring managers said time management was important in potential applicants; 21% stated they like to hear about honesty in their candidates and 20% of managers opted for determination.

Rita Murphy of Netquote - stated:

“Compared to some other strengths problem solving can feel like a more concrete skill that yields immediate benefits.                                                               Communication encompasses not only speaking skills, but also your ability to lead, critique, and ask for help. Being adept in various communication methods also shows emotional intelligence.                                                                        

Time management is more than just completing tasks on time. An employer cares about how you spend the time leading up to a deadline as well.”

She added:

“Hiring managers want to know that you will be trustworthy in your position. It can be difficult to maintain a workplace that fosters integrity, especially in heavily competitive industries. If the person is going to be in a management role, it is even more important to have demonstrable honest skills.”

The top questions that interviewers put the most store by, were:

• Sixty-nine per cent asked how the applicant managed a conflict
• Sixty-eight per cent asked how they learnt from a mistake
• Sixty-five per cent wished to know when the applicant left their previous employment
• Sixty-four per cent asked about their biggest strength
• Fifty-six per cent asked them what type of learner they were

However, it would appear that when making their selection, the view of every H.R. professional is dissimilar.