The job market is tough. When the market or the industry is highly competitive, the likelihood that there will be several candidates vying for the same job is high.
You have to differentiate yourself during your interview. Think back to the feedback you’ve gotten after previous interviews. You’ll get clues to the hurdles you need to clear to get to the next interview in the process, or to do better interviewing for another job. If a recruiter tells you, “They thought you were really quiet,” or “They weren’t able to find out enough about your problem-solving skills,” you know where you have to work to do.
You really can’t just wing it. Preparation will make you more effective during interviews, and it will also build up your confidence about how to navigate the process.
Part of that preparation is imagining your interviewer’s thought process and what questions they want answered. Most often they can be grouped into five areas.
The Top 5 Things Hiring Managers Look For
- Abilities – Does this person really have the experience and skills to do the job? Did he or she exaggerate or lie on their resume? How can I check that he can do all these wonderful things?
- Fit – Will this person understand the complexities or specificities of our business? Will he be able to figure it out? Will this person be able to relate to and embrace the style in which we do business? Does he share many of the same values?
- Results – Will this person accomplish what we are bringing them in for? Will he be able to gather the support and cooperation of others in the company? Will he remain focused? What drives them? Will he be able to go the extra mile to make something happen?
- Chemistry – Will this person be able to fit in and become part of my team or is he a lone ranger? Is this an individual that we can rely on? Does this person readily share credit with others? Is this someone we will feel comfortable with? Will we enjoy working with this person every day? Will we be able to communicate comfortably? Do we have something in common?
- Motivation – How much does this person really want to work with us? Is he just job hunting? Is he asking insightful questions that reveal genuine interest in our work? Is he eager to join our team?