What do Hiring Managers Need to Know?

So many people placed in the position of interviewing candidates haven't a clue how to do so. They may think they do but, trust me, they do not. So many will tell you they ask the right questions and compare the candidates fairly, but much of the decision making is left to 'gut instincts.' Sometimes a team of interviewers will assemble to discuss the candidates and, unless you've left a strong impression, you go into the 'reject' pile.

What can you, as a candidate, do to improve your odds of landing that job? Well, we could write a book on that. However, I came across this article today from the Harvard Business Review. It reads:

3 Things Hiring Managers Want You to Tell Them

Hiring managers don’t always ask straightforward questions, which can make it hard to know whether you’re convincing them you’re right for the job. Here’s what the interviewer really wants you to answer — however they may ask about it:

1. What are you like to work with? Help them see you as a member of the team by establishing a rapport. Smile, lean forward to show you’re engaged, speak with enthusiasm, and make eye contact.
2. Can you learn? Talk about how you’ve handled challenges in the past, including new skills you picked up along the way. You can also inquire about the learning resources the company offers, which will make clear that you want to grow.
3. Can you take initiative? Demonstrate this by being prepared. Know what the company does, its history, its strengths, and its weaknesses. And be ready to ask good questions about the company and the role.

All are very good points. As a candidate, it is important to answer the questions posed to you and to do so in a way that shows your ability to do the job -- citing examples of work you've done and achievements you've had.

But what if the interviewer is not asking the right questions? How will she know you are right for the job if you haven't shown her how? After the interview, will she be able to 'connect the dots' as to how what you've done is directly relevant to the role?

That's why it's key for you to highlight those achievements that relate to the role. You should have time after the interview to ask questions. Use that time wisely. Don't ask 'throwaway' questions you read on the internet.

It's OK to pick one or two key responsibilities of the role or competencies required of the role and say, for example, 'I read on the job posting that strong researching and analytical skills are required for this role, and I wanted to highlight my experience in that area.......' Maybe a key responsibility is to build a team and then coach and lead that team, but the interviewer hasn't asked about that. You might say 'While we didn't get a chance to discuss management skills, I noted on the job spec that building and managing a team is a part of this role. I wanted to tell you about my strengths in that area.........'

You get the idea. Be sure the interviewer knows how perfect you are for the job. Take note of what the interviewer highlights as important during the interview and circle back to highlight your strengths in that area.

Remember, not all people who interview are 'interviewers.' Many do not interview for a living and their strengths lay elsewhere. It's up to you to leave them with the knowledge that you are the right candidate for that job.