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A resume that opens doors and an interview that keeps them open – webinar with Unit4 experts

How do you write a resume that recruiters will actually read? Is it worth applying if you don’t meet all the requirements? And why is AI in recruitment not your enemy? These questions were answered by Aleksandra Stadnik and Katarzyna Wiaderek from Unit4 during a Talenti webinar.

It’s not about what you did. It’s about what you achieved

The first mistake recruiters see most often? A resume that says everything and nothing at the same time. A list of positions without context, duties without results, experience without a story.

“It’s great to add specifics, it’s great to add numbers, because then we know more about the person. We don’t just know that they handled clients, but we know how many, how much, during what periods,” explains Aleksandra Stadnik, Talent Acquisition Manager at Unit4.

Instead of writing “I was responsible for client contact,” it’s better to write: “I handled approximately 40 clients daily, achieving a 95% satisfaction rate.” That changes everything.

Katarzyna Wiaderek, a recruiter at Unit4, adds a practical tip: “An interesting idea is to highlight the most important things in your resume – even using bold text or drawing more attention to successes, to numbers. When reviewing the three hundredth resume, if something catches my eye, there’s a better chance I’ll actually notice it.”

The consistency recruiters look for between the lines

We’re living in 2025. Your resume doesn’t exist in a vacuum – it exists alongside your LinkedIn profile, possibly a portfolio, and the digital footprint you leave online.

“We check the person. I look at different channels. For example, in the resume I see that someone still works at a company, but on LinkedIn it turns out they haven’t worked there for six months. So it’s important that this is consistent,” emphasizes Aleksandra Stadnik.

This isn’t hunting candidates. It’s trying to understand who you really are. And inconsistencies raise questions that no one wants to answer during a job interview.

AI in recruitment – helper, not judge

One of the most common concerns among candidates involves algorithms that supposedly reject resumes before a human gets to read them. The truth is more complex.

“For such an algorithm to work, a company must have a recruitment system. And not every company has such a system,” explains Aleksandra Stadnik. “I believe that every resume should be read by us. Even if we receive 300-500 people for a position, I reviewed those people.”

Katarzyna Wiaderek confirms: “A human always decides. If there’s a decision, it’s made by a living person who read that resume. AI helps, but it doesn’t decide.“

Keywords can help in the first stage, but ultimately it’s the recruiter who makes the decision. It’s worth remembering this before fear of algorithms discourages you from applying.

Should you apply if you don’t meet 100% of requirements? Yes – but thoughtfully

This question comes back like a boomerang. And the answer is clear: yes, it’s worth applying even if you don’t meet all the requirements. But there’s a limit.

“You need to be aware that nevertheless you have to meet most of them. Both experience and willingness and potential to learn matter,” says Aleksandra Stadnik.

If the posting requires five years of experience and you have four? Apply. If you meet 10% of the requirements? This isn’t the right time.

Katarzyna Wiaderek encourages a perspective shift: “If I have 3 years of experience and they’re asking for 4-5, but I’m great at my job, I know my stuff, I’m developing – then yes, let’s try. Let’s not be afraid.”

This is particularly important for women who – as research shows – more often wait for a “perfect match,” while men apply much more boldly.

Interview questions – what will definitely come up?

Preparation for an interview is half the success. And some questions appear almost always.

“Things that will always come up are motivation – why are you looking now, what are you looking for, does it stem from something specific,” says Katarzyna Wiaderek.

Aleksandra Stadnik adds her favorite: “I always ask what you know about the company you’re applying to. It’s worth preparing for this.”

And what about the question about weaknesses? It still comes up, but in a modified form.

“I often flip this question – I don’t ask ‘what are your weaknesses’ because the candidate is prepared for that. I ask: what would your colleagues and coworkers from the team tell me about you? Or what would your current boss tell me – what skills do you still need to acquire?” reveals Aleksandra Stadnik.

The key is showing awareness and a plan: “I know I don’t know this, but I know how to achieve it or I have a plan. That also shows initiative.”

Ask questions – it’s your right and your advantage

A job interview is not an interrogation. It’s a meeting of two parties checking if they want to work together.

“We like every question. The candidate should ask until they understand everything,” encourages Katarzyna Wiaderek. “If at the end of the conversation you don’t know something – what to expect, what they should do, about the team, about the work model – ask about everything. It also shows that we’re listening to each other, that we’re interested in the topic.”

There’s one question that recruiters particularly appreciate:

“Candidates often ask me what I as a recruiter or as an employee like about this company. That’s a great question,” admits Aleksandra Stadnik.

Interview stress – how to handle it?

You’re not alone. Stress before a job interview is one of the most common challenges candidates face.

“It happens and you’re not the only one,” reassures Aleksandra Stadnik. “Practice at home, look for questions online that always come up. Maybe ask someone to conduct an interview with you. And go to these interviews – because they become easier.”

Katarzyna Wiaderek sums it up simply: “What we familiarize ourselves with scares us less. Preparation brings peace.”

Lack of feedback after recruitment – why does this happen?

It’s frustrating when you apply, spend time preparing, and then – silence. Why does this happen?

“It can result from several issues. First, not every company has systems that support providing feedback. When we have 300 resumes, we may lack the processing power to write or call each person manually,” explains Katarzyna Wiaderek.

There’s also the issue of organizational culture: “In some companies, feedback is treated as optional, not standard.”

Aleksandra Stadnik adds a practical aspect: “Recruitment ends. At some point we unpublish the posting, but profiles that came into the system later will most likely not be considered. That’s why it’s not worth waiting with your application – first come, first served.”

The recruitment culture we’re looking for

What should recruitment look like where a candidate feels comfortable?

“We’re talking about mutual respect. Just as the candidate prepares, I also prepare. Respect for our time and for the other person is fundamental,” emphasizes Aleksandra Stadnik.

Katarzyna Wiaderek adds: “I try to maintain two things – professionalism and a friendly attitude. A job interview doesn’t have to be stressful. Usually the candidate ends it with a smile.”

Finally – specific tips to remember

About your resume:

  • Add numbers and concrete results of your actions
  • Highlight the most important information (bold text, layout)
  • Ensure consistency between your resume and LinkedIn profile
  • Have several versions of your resume tailored to different positions

About applying:

  • Apply even if you don’t meet 100% of requirements – but meet most of them
  • Don’t wait to apply – processes move quickly
  • Keywords can help, but a human makes the decision

About the interview:

  • Prepare for questions about motivation and knowledge of the company
  • Practice answers out loud or with another person
  • Ask about everything that interests you – it’s your right
  • Brag about your successes – especially you, as a woman