Q&A with a Talent Acquisition Manager at Stantec

Dad joke of the week (scroll to the bottom for the answer)

What’s something that’s red and bad for your teeth?

Last week, I launched the #opentowork list

It’s a tool that will help connect recruiters to job seekers.

If you’re looking for work and want to be contacted by recruiters, add your information by filling out a short form. The database will be distributed to in-house and agency recruiters globally!

PS: If you read last week’s issue by email, sorry for the broken link. It’s been fixed this week!

If you’re a recruiter and would like access to the list, email me at [email protected]!

I asked a Talent Acquisition Manager at Stantec 5 job search related questions. Here’s what she had to say.

Last week, I had the chance of speaking with Kayla Stevens, TA Manager for Stantec’s Buildings Engineering & Architecture Business.

Here’s what she had to say when I asked her these 5 questions.

#1 Based on your extensive experience, what are some of the top mistakes candidates make during the job application process?

Great question! The first mistake I often see is a lack of customization in the application.

Many job seekers tend to send the same resume and cover letter to every job they apply for, which often doesn't highlight the specific skills or experiences relevant to the job they're applying for.

Secondly, many applicants don't take the time to research the company well enough. Understanding the company's values, mission, and culture is key to demonstrating a genuine interest in the role.

And thirdly, some candidates apply for roles without fully understanding what they entail, leading to a mismatch of expectations later.

#2 Could you provide an example of how a lack of research about the company or the role has led to a candidate's downfall during an interview?

I remember an instance where a candidate came in for an interview for a structural engineering position. When asked about the projects our company had recently worked on, he wasn't able to answer.

It was clear he hadn't done his homework on our company or even our industry. This lack of preparedness not only demonstrated a lack of initiative but also questioned his genuine interest in the role and our company. It's incredibly important for candidates to invest time into researching the company they're applying to - it makes a world of difference.

#3 In your role as a Talent Acquisition Manager, you oversee talent attraction and strategic sourcing. How often do you see candidates who seem to have applied to the position without fully understanding what it entails?

It's more common than you might think, and it tends to be quite apparent during the first screening or interview stage. Some candidates apply based on the job title or because they match a few keywords in the job description.

However, they often fail to fully understand the specific responsibilities, technical requirements, or the level of experience needed for the role. This creates a disconnect and can potentially waste both the applicant's and the interviewer's time.

I would highly advise job seekers to thoroughly read and understand the job description before applying, and not hesitate to reach out to the hiring team if anything is unclear.

#4 From your perspective as a Certified Executive Coach, what are some ways that candidates often undersell or oversell themselves during interviews?

Let's start with underselling. Many candidates often downplay their accomplishments, perhaps out of modesty or fear of appearing boastful. However, an interview is the time to confidently highlight what the individual has accomplished over the course of their career and the impacts they’ve had on past employers. If you led a successful project, don't just say you were part of a team - highlight your role, the actions you took, and the results that followed.

On the other side of the spectrum, overselling is also a common issue. This often presents itself as exaggerating skills or responsibilities, or taking sole credit for a team accomplishment. As someone who's interviewed hundreds of candidates, it's usually quite easy to detect when someone is overselling their abilities, especially when they can't dive deep into the details when questioned.

The best approach, in my opinion, is to be honest and thorough. Explain your experiences clearly and confidently, focusing on your individual contributions and what you learned from each experience. Authenticity is always the best policy in a job interview.

#5 What are some of the most common mistakes you see on resumes and cover letters that may lead to applicants not getting called for an interview?

Firstly, typos and grammatical errors can really harm a candidate's chances. They might seem small, but they can convey a lack of attention to detail.

Secondly, many resumes lack specificity. They don't make clear what the candidate's role was or what the outcomes of their actions were. Instead of just listing duties, it's far more effective to highlight achievements and quantify impact whenever possible.

As for cover letters, a common mistake is making them too generic. A cover letter is a chance to explain why you're interested in that specific role at that particular company, and how your experience aligns with it. If it reads like it could be sent to any company, it's a missed opportunity.

Lastly, many candidates make the mistake of not tailoring their resume and cover letter to the job description. The best applications are those that carefully align their skills and experience with the needs of the role, using the same language as the job description where appropriate.

Answer to the joke…

A brick.

About the Author

I’m James, Cofounder of Final Draft Resumes. I’ve been in the career consulting space for 13 years, and before that, I was a recruiter for AECOM.

I’ve helped thousands of job seekers, from industries like software engineering, IT, sales, marketing, manufacturing, and more generate job opportunities through well-written resumes that translate unique backgrounds into coherent narratives.

If you’re struggling with your resume for whatever reason, reach out - I just might be able to help!

If you’re more of a DIY person, then check out Resumatic, my free-to-try resume builder.