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Every job and industry has quirks. Job recruiters deal with quirky candidates and other issues every day. They develop pet peeves over time, peeves that cause unnecessary headaches. Here are a few:

Resumes that lack accomplishments

The bullet points on your resume should not read like a job description, showing only what you were responsible for, says Lisa Frame-Jacobson, president of Feature Talent Builders, a human-resources outsourcing, consulting, search and professional coaching firm. They should also include what you accomplished. 

Lead off each statement with an action word: Created. Implemented. Crafted. Directed. Managed. Inspired. Championed.

“Finish each statement with what you accomplished, to demonstrate to future employers what you can do for them,” says Frame-Jacobson.

Unclear goals

Recruiters want to know what you want to do in the company. Sometimes it is evident by the role you have applied for, but there are also times when recruiters could be doing an informational interview or may be considering you for several possible roles.

“Know what you are best at as well as what gives you energy,” says Frame-Jacobson. “Be clear about what you believe you can best do in serving the company and how you would do it.”

Unprepared interviewees

Do your research on the company, and be prepared to answer how you have performed the variety of responsibilities listed on a position description. Doing this in advance of an actual interview will help you think better on your feet and have well-developed responses to showcase your strengths, says Frame-Jacobson.

Many interviews start with only a 20 to 30 minute screen, and your ability to concisely answer questions is essential. Try using a 2-minute stop for each question, to help you gauge your ability to get through the volume of questions that may be asked.

Vague negotiating

Recruiters want you to be upfront and transparent.

“If possible, throughout the interviewing process and what typically involves multiple conversations, be clear about what you are seeking and know yourself well enough to know what will not work for you,” says Frame-Jacobson.

A recruiter is being measured on their effectiveness in closing deals, and they often do not appreciate last-minute adds to the negotiation, requiring them added time and having to “save face” with their client or hiring manager. If a win-win outcome cannot be achieved, keep the ending positive and leave room for future contact, as there may be a more ideal role for you right around the corner.

Inefficient conversations

Be cognizant of the time a recruiter states they have when talking with you. If you can tell they are too rushed and you need some more information before making a decision, ask if they would be willing to schedule an additional 15 minutes to talk through your open items or if you could email them with any outstanding items requiring clarification.

Ideally, you will do this throughout the process, so the offer and acceptance is seamless. However, the offer may not reflect what you expected, and a reasonable negotiation is fairly expected.

“I hear this from candidates often and it is important to realize that as businesses fly along at breakneck speed, communications often follow the same flight pattern,” says Frame-Jacobson.