First Impressions Count: Career Advice from Gallagher’s Tom Martin
Standing out to recruiters and hiring managers isn’t just about your CV, it’s about the impression you create from the very first message to the final interview. Tom Martin, Talent Acquisition Partner for Wealth and Pension Administration at Gallagher, shares his advice on how candidates can show professionalism, preparation, and genuine interest throughout the hiring process.
Make Your LinkedIn Outreach Relevant and Personal
LinkedIn is a powerful tool for building connections, but Tom says the quickest way to make a poor impression is to send generic or misdirected messages.
Before you reach out:
- Identify the right person. Too often, candidates ask Tom about roles he doesn’t recruit for—something that’s clearly outlined on his profile.
- Avoid copy-and-paste templates. Recruiters can spot them instantly, and they suggest a lack of genuine interest.
- Don’t jump straight to favours. Asking for an introduction to a hiring manager without context can backfire.
Instead, take the time to craft a short, tailored note that shows you’ve done your research and explains clearly why you’re getting in touch. A relevant, personal message is far more likely to get a positive response.
Avoid Red Flags in Interviews
Interviews are where preparation really matters. Tom highlights that candidates should always be ready for basic questions like “What do you know about the company?” and “Why do you want to work here?” Weak answers here suggest a lack of effort—and in some cases, can cut the interview short.
He also advises candidates to stay professional when discussing previous employers. Even if you’ve had challenges, avoid negativity. Instead, focus on what you learned, what you want next, and how the experience has shaped your career goals.
And don’t forget the basics: politeness, smiling, small courtesies like thanking interviewers for their time—all of these go a long way in creating a positive impression.
Use STAR to Structure Your Stories
When faced with competency-based questions, Tom recommends using the STAR method:
- Situation – set the scene
- Task – explain the challenge
- Action – describe what you did
- Result – share the outcome
Practice a few examples in advance, drawing from a mix of work, education, or personal experiences. This variety shows versatility and self-awareness.
Tom’s advice is simple but powerful: be thoughtful, be prepared, and be genuine. Whether you’re reaching out on LinkedIn or stepping into an interview, small details make a big difference in how recruiters and hiring managers see you.
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