Landing a job is difficult. We are here to help.

Based on findings from a 2013 Career Builder Candidate Behavior Study, we reveal what it is like on the other – more comforting side – of the interview table.

53% of recruiters believe a lack of necessary skills is the most appropriate reason to knock a candidate out of the hiring process. Companies are very much selective when it comes to choosing the right candidate. While this is especially true for high-level and creative positions, there are a variety of reasons that potential hires are often turned away (i.e. poor culture fit, no experience, excessive compensation expectations). A lack of relevant skills, however, remains at the very top of the list.

Takeaway: apply for jobs in which you know recruiters will value your skillset everything else you bring to the table.

Only 24% of recruiters consider it very important to receive a follow up thank you email from a candidate after an interview. Job seekers, particularly the most anxious ones, tend to inflate the significance of following up with an HR contact post interview. Although recruiters may appreciate the gesture, it does little to forecast future performance and thus receives marginal attention.

Takeaway: use the interview process to show your worth. Emails, before and after, will usually not make or break you.

As many as 69% of recruiters are willing to share salary information during or prior to a first interview. Salary is a topic that certain job seekers are reluctant to bring up (before employers) at any stage during the hiring process. Most recruiters, however, understand that candidates – especially the most qualified ones – may have several offers at hand to consider. Without enough information, people are unable to make informed decisions and both parties could end up missing out on an opportunity that might have otherwise worked out.

Takeaway: do not ever be too shy to ask about salary. Just make sure that you do so in a smart, respectful manner.

51% of recruiters research candidates on Facebook. This should come as little to no surprise. Recruiters want to ensure that their new hires are just as much of a fit professionally as they are culturally. This means they will try to find out as much as legally possible about any candidates’ social lives. Although Facebook is the most popularly used tool in this respect, companies also take to other social networking sites.

Takeaway: do not make content that you would not want your mother to see available to the public. Your career could depend on it.

Just 38% of recruiters believe their brand is clearly defined to candidates. A surprising percentage of recruiters feel that the majority of candidates they engage with during the hiring process do not fully grasp their brand identity. Those that do, therefore, stand a greater chance of ultimately being hired: they stand out and are able to show identify with and relate to the company’s core.

Takeaway: take the time and effort to understand and appreciate the company’s history and what it is working towards.

As a candidate it is important to keep the perspective of the recruiting party. By considering their in perspectives in addition to your own – your chances of employment are greater than you might believe.