In part I of a two-part series, we examine what it takes to become a truly awful candidate. Or, if you prefer, here’s how to learn from the (very) silly mistakes which other job seekers have made.

The job amnesiac

Some candidates are under the impression that a short-term role somewhere, perhaps an error of judgment, is best left off their CV, comments Andrea Williams, Hong Kong managing director, Ambition.

“A candidate came to see me with a four-month gap between employers on his CV. He said he had actually been employed but it didn’t work out due to a cultural clash, so he felt it didn’t look good on his CV. But in reality, it’s far better to own up to career mistakes and to let future employers know that you have learned from them,” says Williams.

The skipper

Some candidates assume that all interviewers have thoroughly read their CVs, so they skip through their work history and achievements, thinking the other person already knows the details, says Elaine Truong, senior consultant, financial services at Robert Walters.

“Candidates should always make use of the opportunity to market and sell their achievements and capabilities, going into details whenever necessary. This is the one time to make a good impression. Treat the CV as an introduction, and the interview as the final show, which demands real substantial content,” adds Truong.

The pusher

Interview processes (especially with the bigger banks) can often be long and arduous. It’s important to keep both the potential employer and recruiter up to date but remember not to appear too pushy because this can come across as uncooperative, says James Carss, director, banking and financial services at Hudson.

“Likewise at offer stage, you may need to negotiate but don’t push too hard or be unreasonably unrealistic. In challenging economic times, it’s becoming more common for banks to choose the cheaper option,” he adds.

The exaggerator

It’s critical to sell yourself on your CV but straying into fiction is bound to backfire, according to Carss. “I’ve seen candidates describing responsibilities someone else on their team was responsible for. Financial institutions expect a lot from new staff and the ability to hit the ground running is vital. Promising something you are not capable of delivering could lead to disaster for you and the employer.”

The generalist

Job seekers should just come clean on the specific reasons for wanting to move. But many candidates instead give general answers like they are looking for “better opportunities” or “more challenges”, says Deepali Chaturvedi, head of Southeast Asia at Reed.

“When a job is offered, the recruitment consultant might discover that in reality the candidate’s biggest motivation is a big salary jump. But by then an offer is already on the table, so it’s sometimes too late to turn back the clock, resulting in disappointment for all parties concerned,” adds Chaturvedi.

The recruiter abuser

It may be tempting to fire off your CV to as many recruiters as possible but typically you’ll benefit more by selecting just one or two consultants who you find credible, says Jeremy Canning, managing director of Morgan McKinley in Singapore

“It also makes it easier to manage your job search and control where your CV is sent. A hiring manager will not be impressed if they receive your CV from five different recruiters. Always ensure that you get the name of the firm, the hiring manager and a job spec before you allow any of your details to be submitted to a prospective employer.”