While working as an Intern for Redmond Consulting, Inc., I was tasked with interviewing past and potential clients about their recruitment needs. Throughout this process, a common theme of authenticity became apparent, not only for candidates, but for recruiters as well. Whether you’re the candidate trying to land your dream job or the recruiting firm looking to build long-term relationships with clients, being real is what makes all the difference.

For Candidates: Show Your True Self

Making a post on LinkedIn may be contradictory to this idea, as social media tends to only portray what someone wants you to see. Throughout time, candidates have followed the same routine; prep for interviews, practice answers, and polish up your resume. But for hiring managers, the best candidates aren’t the ones with the “perfect” answers. They’re the ones who show up as their authentic selves.

When you’re honest about your experiences, both the highs and the lows, it resonates with interviewers. Admitting challenges or mistakes doesn’t make you look weak; it makes you human. Employers want to see that you’ve grown from your experiences and that you’re adaptable. Generally, managers have found that candidates who are able to share their vulnerabilities are more poised to admit the mistakes they make in the workplace.

Candidates have been hesitant to share these faults, because today we are caught up in being as flawless as possible. But admitting mistakes allows employees to grow in their role and learn from their oversights. It shows that you’re willing to learn and evolve, and that’s the kind of person any company wants on their team.

For Recruiting Firms: Be a Partner, Not Just a Middleman

On the recruiting side, authenticity is just as crucial. It’s easy to get caught up in the hustle of filling positions quickly, but true success comes from building relationships, not just placements.

Clients aren’t just looking for the fastest hire, they want someone who fits their company culture, values, and work style. That’s why the most successful recruiting firms are those that take the time to really understand the client’s needs and find candidates who align with their long-term goals.

On the other hand, candidates are far more likely to be successful in their roles if the recruiter is authentic about the expectations and company culture upfront. When recruiters are transparent about the work environment, challenges, and team dynamics, candidates go in with a clear understanding of what’s required and whether they’re the right fit. This reduces turnover and helps both the company, and the candidate thrive.

Being transparent with both clients and candidates about expectations, timelines, and challenges is key. It’s not just about placing a body in a role; it’s about making sure it’s the right fit for everyone involved. That’s how you build trust and keep clients coming back.

Why Authenticity Matters:

At the end of the day, authenticity is about building trust; whether it’s between candidate and employer or recruiting firm and client. For candidates, it means being true to yourself and finding a company where you’ll thrive, not just survive. For recruiting firms, it means being a real partner in the hiring process, committed to finding the best fit for both sides.

So, if there’s one takeaway here, it’s this: Be real. Be yourself. It’s the surest way to build meaningful connections, land the right opportunities, and foster relationships that last.