Why Listen to Recruiters?

When you apply for a job, your CV is one of hundreds. Recruiters and hiring managers are the gatekeepers to your future career.

• According to Arthur Lee (Get Your First Job – From an Employer’s Perspective), recruiters spend 7–10 seconds scanning a CV before deciding whether to shortlist.
• LinkedIn UK (2025) reports that 72% of graduate rejections happen not because candidates are unqualified, but because they failed to show the right fit.
• As one recruiter put it in Lee’s book:

“We’re not just hiring skills. We’re hiring people we can trust, people who fit our team, and people who show they care about the role.”

So, what are they really looking for in 2025? Let’s break it down.

1. Tailored Applications (Not Copy-Paste)

Recruiters can smell a copy-paste CV from miles away.

• Lee explains:

“The number one reason graduates fail is sending the same CV and cover letter to 30 companies. Employers want to feel like you’ve chosen them, not just any job.”

 Action Tip:

• Mirror the job description keywords in your CV.
• Mention company campaigns, values, or growth areas in your cover letter.
• If you’re applying to Unilever, don’t talk about “general consumer marketing.” Mention sustainability campaigns or Dove’s Real Beauty work.

2. Evidence of Skills (Not Just Buzzwords)

“I am a strong communicator.”
“Delivered 3 presentations to 50+ peers; improved engagement score by 25%.”

Recruiters want proof, not claims.

Data point: According to CV-Library UK (2025), CVs with numbers (percentages, revenue impact, engagement increases) are 65% more likely to pass the first screening.

Use the STAR method in your CV and interviews:

• Situation – What was the context?
• Task – What needed to be done?
• Action – What did you do?
• Result – What happened? (include metrics)

3. Growth Mindset

Arthur Lee writes:

“Hiring managers don’t expect graduates to know everything. What they want is proof you can learn, adapt, and improve quickly.”

Recruiters value curiosity and initiative.

Examples to show growth mindset:

• Courses (Google Analytics, HubSpot SEO, LinkedIn Learning).
• Side projects (personal blog, TikTok campaign, freelance work).
• Asking thoughtful questions in interviews.

4. Professionalism in Digital Presence

Remember Series 6? Your LinkedIn is often checked before your CV.

Recruiters admit:

• 42% reject candidates because of poor LinkedIn profiles (SEMrush, 2025).
• 1 in 4 check Instagram/TikTok for cultural fit.

 Quick Wins:

• Google your name → clean up results.
• Align LinkedIn headline with job goals.
• Avoid unprofessional photos or posts.

5. Commercial Awareness

This is one of the top hidden skills recruiters want.

Lee emphasises:

“Graduates often lack awareness of how companies make money. Even in marketing, you need to know the industry, competitors, and client challenges.”

 How to show it:

• Reference recent company campaigns.
• Talk about industry shifts (AI in marketing, TikTok SEO).
• Mention business impact, not just “creativity.”

Example:
Instead of saying “I managed social media posts”, say “I grew Instagram engagement by 40%, contributing to lead generation for the campaign.”

6. Cultural Fit & Teamwork

Recruiters don’t hire robots. They want team players.

• At assessment centres (like Dentsu’s), group activities are about collaboration, not dominating.
• Hiring managers look for those who listen, contribute, and adapt.

One Dentsu recruiter said:

“The candidate who listens and brings in quieter voices often scores higher than the loudest person in the room.”

Action Tip: In interviews, share stories about teamwork challenges and how you resolved them.

7. Resilience & Attitude

Every recruiter we’ve read — from Arthur Lee to Brian Tracy (Unstoppable Motivation) — agrees on one thing: graduates must show resilience.

Rejection is part of the process. What recruiters admire is:

• Candidates who follow up politely.
• Those who bounce back and apply again.
• Positivity in interviews (not bitterness about past rejections).

Glossary Table – Recruiter Jargon Explained

Term	What It Means	Why It Matters
Shortlisting	Screening CVs for interviews	Your CV needs to hit keywords
Commercial Awareness	Understanding how businesses make money	Proves you “get” the industry
Cultural Fit	Whether you match company values/team style	Makes you easier to hire
STAR Method	Situation, Task, Action, Result	Framework recruiters love for interviews
Resilience	Ability to recover from setbacks	Proves you can thrive under pressure

Data & Evidence

• 7–10 seconds → average CV scan time (Arthur Lee, 2022).
• 65% → higher chance of passing screening with measurable results (CV-Library, 2025).
• 72% → graduate rejections due to poor fit, not skills (LinkedIn UK, 2025).
• 42% → rejections due to poor LinkedIn (SEMrush, 2025).

Quick Checklist – What Recruiters Really Want

• Tailored applications (CV + cover letter mention company by name).
• Measurable results in CV/LinkedIn.
• Evidence of learning (courses, projects).
• Professional online presence.
• Commercial awareness (campaigns, industry trends).
• Teamwork & collaboration examples.
• Resilience and growth mindset.

Conclusion

At the end of the day, recruiters aren’t looking for “the perfect graduate.” They’re looking for someone who’s motivated, adaptable, and committed to growing in the role.

If you can show that you:

• Understand their company,
• Can prove your skills with numbers,
• And bring the right attitude,

…you’re already in the top 10% of applicants.

Download OTINGA’s Recruiters’ Secrets Checklist (2025 Edition) — a printable PDF with recruiter quotes, checklists, and STAR templates.

References

• Lee, A. (2022). Get Your First Job – From an Employer’s Perspective. London: Career Insights Press.
• CV-Library. (2025). UK Graduate Hiring Trends Report.
• LinkedIn UK. (2025). Graduate Hiring Insights.
• Huth, D. (2018). Brand You! To Land Your Dream Job. San Antonio: ISLA Publishing Group.

Tracy, B. (2024). Unstoppable Motivation. HarperCollins