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Authenticity: Its Power in Your Career

Authentic (adjective): "true to one's own personality, spirit, or character."


Over the past two decades, I have interviewed thousands of candidates for positions ranging from entry-level to c-suite executives. 


The candidates who stand out are not usually the ones who are extremely polished (although it certainly helps) or those who list many skills on paper (which often reflect the job posting's skills section), but are unable to articulate how they developed these skills.


Applicants who stand out to me are those who say what they believe, not what they think I or another recruiter wants to hear. Exceptional applicants demonstrate their skills by providing concrete examples and explaining how they contributed to the results.


Recruiters do not expect you to have all the tools in the toolbox, but we do look for key qualities that set you apart from other applicants and examine how your experiences fit with the job and company culture.


An authentic hiring process has several benefits. Here are some of them:


Building trust.

The relationship between a company and an employee is akin to trust. For example, your employer trusts you to show up for work, and in return, you trust them to compensate you for your work. If you demonstrate trustworthiness during an interview, it checks a box.

However, authentic conversations strengthen your candidacy. They allow you to build stronger connections, making it easier for hiring managers or recruiters to imagine how you would fit on the team.


Stronger outcomes.

When candidates present their true selves, including their values and work styles, and employers provide an honest depiction of their organizational culture, the likelihood of a successful match increases.


Harvard Business Review study found that cultural fit is a top factor in retention and satisfaction. Authentic interactions align personal and organizational values, reduce turnover before the job even begins, and increase job satisfaction.


Long-term growth.

Authentic dialogue between employers and prospective employees sets the stage for long-term success. 


Applicants who feel they can be themselves are more likely to contribute meaningfully to their new roles. Similarly, companies and brands who are aso authentic attract top talent. The alignment is crucial for long-term engagement and productivity. 


Gallup study found engaged employees 21% more productive than their less engaged counterparts. Authenticity in hiring ensures that both parties are committed and invested from the start. This fosters a productive, positive, and meaningful work environment.


Our advice to candidates: Do your research, come to the interview prepared, and your job is to be you. 

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