When hiring, a manager goes through a series of decisions to determine the right candidate.
First, the hiring manager filters resumes to determine who to interview. The initial filter removes candidates who don’t have the basic skills.
This step happens faster than most people realize. Research using eye-tracking technology has shown that recruiters spend roughly 6–8 seconds scanning a resume before deciding whether to keep reading or move on.
In those few seconds, the hiring manager is usually looking for a few key things: the candidate’s current role, previous roles, dates of employment, and education. If those basic signals don’t line up with the job requirements, the resume is quickly filtered out.
Next is the interview, and this is typically where they get the most information to make a decision. They ask a standard set of questions to understand how the applicant works and what they did in their last job. The hiring manager is primarily looking for initiative, examples of leading projects, and any special attributes the individual has.
In between the questions, they are also measuring personality. They want to know if this person would be a good fit for the team and the culture, and whether they would enjoy working with them. The manager is also looking for enthusiasm. They’re not looking for someone who simply wants a job—they want someone who wants the job.
Candidates who seem desperate, needy, dejected, or simply looking for any job tend to turn hiring managers off.
There are also subtle warning signs that come up during interviews. For example, candidates who appear unprepared, give vague answers, or speak negatively about previous employers often raise concerns for hiring managers. These behaviors can signal poor communication, lack of interest, or potential attitude problems.
Finally, a person can meet all the requirements of the role, but the successful candidate often has one additional quality that stands out. It might be a specific work experience or a piece of knowledge that adds unique value to the team.
When several candidates meet the basic requirements, that unique factor is often what separates the person who gets the offer from everyone else.