THIS IS THE ENDGAME WHEN IT COMES TO HIRING !!!

There are only two questions that matter to an employer when it comes to evaluating a job candidate. And similarly there are only two questions that matter to an employee when evaluating a position.

I want you to understand these questions because this is the endgame when it comes to getting hired. This is where Ironman (employee) defeats Thanos (employer), but unlike the movie... Ironman does not die, he goes on to be employed happily ever after!

See there is an inherent risk in the interviewing process. For an employer the risk is two fold. The first thing an employer is risking is their time and effort. Because to find a prince they may have to kiss many frogs. Finding an employee who will produce the results, and comply with the organization’s core values - takes time. And that means they will suffer the extra burden of what needs to get done (the position they are hiring for), and have to pay the opportunity cost of lost work as they run the search campaign for the right prospective employee. Not to mention the cost the organization would have to suffer should they make a bad hiring decision.

And similarly there is a twofold risk for the employee as well, they are also risking their time and the lost wages should they remain out of a job as they run their campaign to seek gainful employment.

There are only two questions that matter to an employer, this is what they are after, the ultimate assessment they are trying to make; (1) Why should they hire you?, and (2) What is the cost of not hiring you?

The answer to the first question is how compelling do they find your value proposition, i.e. what you bring to the table. And the more compelling your value proposition, the greater your ability to exert control over the hiring process and you salary package. The second question is the antithesis of the first one - an employer must be able to see the upside of hiring you just as clearly as the downside of not hiring you, of you not accepting their offer. And this one again is based on how compelling your candidacy is to them. But here I would also like to add, that their assessment is based on the twin factors of how much impact you will be able to produce with regard to their challenges and opportunities, as well as, how well you will assimilate culturally into the organization.

And looking at it from the employee’s perspective, again there are two questions; (1) can I solve their problem? and (2) do I want to solve their problem?

The first question is about your competencies, do you have the skills, the talents, the experience, the knowledge & the qualities to do the job. And the second question is about how you will be treated and how well you will fit into the culture of the organization.

I want you to understand that there is a method to be able to obtain these answers for positions where your value proposition is so compelling that you become irresistible. That is how I help clients achieve 3X of their current pay in 90 days or less.

If any of this resonated with you, come join my group DREAM JOBS MASTERMIND where I will share with you how others just like you have become the Avengers of their careers and defeated their Thanos.

The links are below:

On Facebook: https://www.facebook.com/groups/dreamjobsmastermind/

On LinkedIn: https://www.dhirubhai.net/in/sawankapoor/

On You Tube: https://www.youtube.com/user/swnkpr