In last week’s blog (Stop Ghosting: Build a Respectful Hiring Culture Instead, 30 June, 2025), we looked at what HR departments and hiring managers should avoid and how they can make the hiring process better for everyone. But what about the other side of the coin? What do those deciding who to hire suggest that candidates can do to make the process more successful for all?
In today’s competitive job market, standing out for the right reasons is more important than ever and applicants have quite a challenge to do that. Job seekers usually focus on their resumes, cover letters, and interview skills (as certainly they should be). However, many of them are unaware (and sometimes very aware) of the behaviors that really frustrate HR professionals and hiring managers. These are the things that can ruin even the most qualified candidate’s chances, and create unnecessary issues for employers.
Here’s a look at the most frequent complaints HR and hiring managers have about job applicants—how they can avoid making those mistakes, and what applicants just should never do.
1. Not Following Application Instructions
Complaint:
Hiring teams often get applications that ignore specific instructions in the job posting—for example, submitting in a certain format, including a cover letter, or answering preliminary questions. Your answers, or lack of them, and the way you respond can give the impression that you don’t know how or don’t care about following their instructions, and that is often a preliminary reason they can ignore you.
Fix:
Read the job posting carefully. Follow instructions to the letter. If they ask for a cover letter, include one. If they ask for a specific subject line, use it. Demonstrating that you can follow directions shows attention to detail and professionalism. Never leave questions blank or unanswered. If the question is not applicable, at least enter, “n/a” (not applicable). If you don’t know, don’t understand, or don’t have what they ask for, contact the company for clarification and assistance with what they are asking for. Not answering at all can also be a sign that you’re hiding something.
2. Generic, Mass-Produced Applications
Complaint:
Hiring managers can spot a generic resume or cover letter a mile away. Sending the same application to every employer shows a lack of effort and interest in the specific role and working for a specific company. It shows that you don’t really value or are not really interested in applying for the job – so why should they be interested in hiring you?
Fix:
Tailor your resume and cover letter for each application. Use keywords from the job description and show how your experience fits their specific needs. A personalized application stands out instantly. Yes, it takes extra time and effort, but if you want to work there, show that you do! If you’re not willing to take the time, or feel that you don’t have the time, then it’s not likely that you are interested enough, or that the job isn’t worth your effort. At the same time then, it’s not worth the business’ effort to consider you.
3. Typos, Sloppy Formatting, and Unprofessional E-mail Addresses
Complaint:
Sloppy errors and unprofessional presentation suggest carelessness and a lack of pride in one’s work. You usually have ONE shot to make a first impression and to encourage a potential employer to move forward with hiring you. If you don’t look professional on paper, what can they expect in an interview?
Fix:
Proofread your materials several times, or better yet, have someone else review them. Format your resume consistently and use a professional E-mail address—ideally some version of your name. Make sure things are spelled correctly, don’t use slang, don’t be vague, and if you’ve spilled something on your paperwork – even slightly, don’t use it. Above all else – DON’T LIE!
4. Lack of Research About the Company or Role
Complaint:
Applicants who clearly haven’t researched the company or who ask obvious questions during interviews waste valuable time and seem unprepared. If you want them to know more about you (via reading what’s on your resume, for example), employers want to see that you have taken the time to know about them. It’s a relationship that works both ways!
Fix:
Spend time learning about the company’s mission, culture, products, and recent news. Come to the interview with thoughtful questions that show your interest and preparation. If possible, talk to some of the current employees to learn more about the company, its culture and what working there might be like. Doing that can also help with the initial application so that your answers can be better stated to align with what they may ask. It can also help give you a “heads up” to be sure you’re still interested.
5. Being Overly Aggressive or Entitled
Complaint:
Some applicants express entitlement to the job or become too pushy in follow-ups. Others demand high salaries or perks before building a relationship with the employer.
Fix:
Confidence is good; entitlement is not. Show enthusiasm and professionalism without acting like the employer owes you the role. Be polite and respectful in all communications. Having any position with a company is based on the relationship established between employers and employees. Yes, you want to show you’re genuinely interested in the job (and you want to avoid not showing enough). If you’re too aggressive or demanding though, you may come across as not willing to first show that you’re worth what you’re asking for. Yes, you CAN ask for and politely and professionally negotiate the terms of your employment, but don’t try to force or over-insist on things. You can always ask for more later after you’re hired and have shown that you have earned more. Remember – you are asking them for the job, but they are not required to give it to you.
6. Poor Communication and Ghosting
Complaint:
Candidates who miss interviews, don’t respond to messages promptly, or vanish during the hiring process waste time and damage their professional reputation.
Fix:
If you’re no longer interested, politely inform the employer. Respond to messages promptly and show up to interviews prepared. Reliability is a critical trait employers look for. Disappearing or ghosting an employer is a waste of everyone’s time and efforts, including yours, and word may get around. Don’t assume that others won’t find out about it, because if they do, your future chances can be hurt and your reputation can suffer. If you’re late for an interview, call ahead of time as soon as you can to let them know – don’t make the employer call you.
7. Unrealistic Expectations or Dishonesty
Complaint:
Inflated salary demands, false claims about experience, or hiding employment gaps without explanation are red flags.
Fix:
Be honest about your experience and clear about your expectations—but do your research first. Know what’s reasonable for your industry and be transparent without oversharing. The hiring process is a negotiation but remember that the employer is more advantaged to make the ultimate decision. Being too aggressive or not being transparent enough will send the wrong signals about the type of employee or company representative you will be. Employers are far more receptive to negative information if you tell them upfront than they are to by having to “fish it out of you” or find out something different from somewhere else. There are definite ways to deliver negative information successfully but trying to hide or even lie about something is never a good idea. It may even be worse if you’re fired when the employer discovers untruths after you’ve been hired.
8. Not Asking Any Questions
Complaint:
When candidates say they have no questions at the end of an interview, it signals a lack of engagement or curiosity.
Fix:
Always prepare a few thoughtful questions. Ask about team culture, growth opportunities, or what success looks like in the role. It shows you care about more than just getting hired. Show the employer that you are interested in more than just getting a salary or benefits.
9. Using the Prospect of Getting the Job as Leverage
Complaint:
There are some unethical candidates who are dissatisfied with their current employment situation and seek employment elsewhere only as a “threat” to get their current employers to give them what they want. They can be offered a job somewhere else, only to knowingly and intentionally turn it down, and/or to put their current employer in an unfair position to do what the employee is asking for, or they’ll “walk”. Some candidates will also apply for another job and try to use the benefits from their current employer as leverage to get more from their perspective employer – “If you really want me, you’ll agree to give me this”. These practices are highly unethical, unprofessional, dishonest, and even down-right “sneaky”. It wastes everyone’s time, effort and resources, and ultimately will mostly hurt the candidate.
Fix:
If you’re unhappy in your current position, taking advantage of another company’s offer without actually intending to leave just to get more from your current employer is not the answer. Using idle threats or demands in this way is definitely not the way to do it. Using your current employer to get what you want somewhere else is not ethical either. Speak with your current employer, being as honest and clear about your position as possible. If you can’t reach a satisfactory agreement, maybe it really is time to leave. That is very different than trying to pit one party against another. Word can and may likely get around and you may suffer the consequences.
Final Thoughts
Hiring managers and HR teams are looking for more than qualifications—they want professionalism, communication, and genuine interest in the role. It’s truly a relationship. By avoiding the common pitfalls above, job seekers can make a lasting positive impression and greatly improve their chances of landing the job.
Think of it this way – if the roles were reversed and you were the one hiring them, why would you want to hire and have someone represent your business who:
– doesn’t follow directions or shows they don’t want to,
– doesn’t show interest in wanting you to choose them by standing out,
– doesn’t care what they’re representing to your customers,
– doesn’t show you that they know about what you do,
– won’t communicate with you,
– is demanding, wanting to tell you what to do,
– doesn’t want to know more about what they may not know or think they
know it all, or
– acts unethically and dishonestly to get what they want.
In short: Be prepared, be respectful, be thoughtful, be professional. Your next opportunity will depend on it.
As an HR or hiring manager, what other concerns or issues do you see from job candidates that drive you crazy? We’d love your comments and input on this important issue. Please also “like” this post and subscribe (guaranteed, spam-free) to our blog.
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