Hiring
managers have a lot to consider. They need someone with the necessary skill set
and personality who will fit in well with the existing team. But a candidate
can’t possibly know what that fit looks like. So what’s a candidate to do?
- · Believe in yourself, but not in a way that doesn’t leave room for anyone else. Make sure your personality doesn’t come across so big, and your ambition so strong, that they worry you will steamroll the existing members of the team.
- · Effectively communicate that you are not just looking for a job, but you want to land this role with this company. Be able to explain what excites you about the company and the role.
- · Know the job posting inside and out. Be able to communicate which of your skills are most valuable for the role.
- · Prepare a list of your accomplishments. This is vastly different from a typical resume list of what a candidate claims to be great at. Be able to prove it - with numbers if at all possible.
- · If asked about your greatest weakness, be prepared to do three things: Admit you have one; name one that will not interfere with your job performance; be able to articulate what you have done or are doing to improve in that area. Whatever you do, don’t go down the my greatest weakness is really a strength path, like I’m a perfectionist. You’ll just annoy them.
- · Ask questions. Make sure the questions exhibit genuine curiosity about the most valuable contributions a new person in this role could make.
Bottom line: Hiring managers are looking for
someone who makes them feel comfortable. Candidates who carry themselves with quiet confidence, exhibit genuine friendliness, seem trustworthy and approachable,
and know exactly how they can add value to the team are the most likely to get
the job.
