Sure, you'll consider their qualifications. But admit it: This is what you're really looking for during interviews.
Job candidates say a lot during an interview. As the interviewer, so do you.
But there's a lot you wish you could say to job candidates well before the interview ever takes place:
1. I want you to be likable.
Obvious, sure, but also critical. I want to work with people I like and who like me.
So I want you to smile. I want you to make eye contact, sit forward
in your chair, and be enthusiastic. The employer-employee relationship
truly is a relationship--and that relationship starts with the interview
(if not before).
A candidate who makes a great first impression and sparks a real
connection instantly becomes a big fish in a very small short-list pond.
You may have solid qualifications, but if I don't think I'll enjoy working with you, I'm probably not going to hire you.
Life is too short.
2. I'm taken aback when you say you want the job right away.
Oh, I do want you to want the job--but not before you really know
what the job entails. I may need you to work 60-hour weeks, or travel
80% of the time, or report to someone with less experience than you...
so hang in there.
No matter how much research you've done, you can't know you want the job until you know everything possible about the job.
3. I want you to stand out....
A sad truth of interviewing is that later I often don't recall,
unless I refer to my notes, a significant amount about some of the
candidates. (Unfair? Sure. Reality? Absolutely.)
The more people I interview for a job and the more spread out those
interviews, the more likely I am to remember a candidate by impressions
rather than by a long list of facts.
So when I meet with staff to discuss potential candidates I might
initially refer to someone as, "the guy with the handcuff-ready
stainless steel briefcase," or "the woman who does triathlons," or "the
guy who grew up in Romania."
In short, I may remember you by "hooks"--whether flattering or
unflattering--so use that to your advantage. Your hook could be your
clothing, or an outside interest, or an unusual fact about your
upbringing or career.
Better yet your hook could be the project you pulled off in half the expected time, or the huge sale you made.
Instead of letting me choose, give me one or two notable ways to remember you.
4. ...But not for being negative.
There's no way I can remember everything you say. But I will remember sound bites, especially negative ones.
Some candidates complain, without prompting, about their current employer, their coworkers, their customers.
So if, for example, you hate being micro-managed, instead say you're
eager to earn more responsibility and authority. I get there are reasons
you want a new job but I want to hear why you want my job instead of
why you're desperate to to escape your old job.
And keep in mind I'm well aware our interview is like a first date. I
know I'm getting the best possible version of "you." So if you whine
and complain and grumble now... I know you'll be a total downer to be around in a few months.
5. I want you to ask lots of questions about what really matters to you...
I need to know whether I should hire you, but just as importantly I need you to make sure my job is a good fit for you.
So I want you to ask lots of questions:
What I expect you to accomplish early on, what attributes make our top
performers so outstanding, what you can do to truly drive results, how
you'll be evaluated--all the things that matter to you and to me and my
business.
You know what makes work meaningful and enjoyable to you. I don't.
There's no other way to really know whether you want the job unless you
ask questions.
6. ...But only if the majority of those questions relate to work.
I know you want a positive work-life balance. Still, save all those
questions about vacation sign-up policies and whether it's okay to take
an extra half hour at lunch every day if you also stay a half hour late
and whether I've considered setting up an in-house childcare facility
because that would be really awesome for you and your family.
First let's find out if you're the right person for the job, and
whether the tasks, responsibilities, duties, etc. are right for you.
Then we can talk about the rest.
7. I love when you bring a "project."
I expect you to do a little research about my company. That's not impressive; that's a given.
To really impress me, tell me how you will hit the ground running and
contribute right away--the bigger the impact the better. If you bring a
specific skill, show how I can leverage that skill immediately.
Remember how I see it: I have to pay you starting day one, so I'd love to see an immediate return starting day one.
8. I want you to ask for the job... and I want to know why.
By the end of the interview you should have a good sense of whether
you want the job. If you need more information, say so. Let's figure out
how to get you what you need to make a decision.
If you don't need more information, do what great salespeople do and
ask for the job. I'll like the fact you asked. I want you to really want
the job--but I also want to know why you want the job.
So tell me why: You thrive in an unsupervised role, or you love
working with multiple teams, or you like frequent travel. Ask me for the
job and prove to me, objectively, that it's a great fit for you.
9. I want you to follow up... especially if it's genuine.
Every interviewer appreciates a brief follow-up note. If nothing
else, saying you enjoyed meeting me and are happy to answer any other
questions, is nice.
But "nice" may not separate you from the pack.
What I really like is when you follow up based on something we
discussed. Maybe we talked about data collection techniques, so you send
me information about a set of tools you strongly recommend. Maybe we
talked about quality, so you send me a process checklist you developed
that I could adapt to use in my company.
Or maybe we both like cycling, so you send me a photo of you on your bike in front of the sign at the top of the Col du Tourmalet (and I'm totally jealous).
The more closely you listened during the interview, the easier it is
to think of ways to follow up in a natural and unforced way.
Remember, we're starting a relationship--and even the most professional of relationships are based on genuine interactions.
http://www.inc.com/jeff-haden/9-things-you-wish-you-could-say-to-job-candidates.html
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