Why should I hire YOU?

When an employer is interviewing you for a job, the question they usually don't ask, but want you to answer most is… "Why should I hire YOU?"

If you can't answer that question to their satisfaction… you simply won't get the job. Think about what the employer likely has running through their mind during the interview, and address those concerns for them, whether the questions get answered directly, or not!

They may be thinking things like…

• We posted the job description and got over 400 applicants.
• We picked 8 that appear to have experience that prepares them well to do this job.
• There are sharp people in this group. As one of those 8, would this person be the best hire?
• Can they do the job better than the others?
• Do they bring something the others don't?
• Do they add skills that we don't currently have?
• How well would they fit in with the team?
• Would they help raise the team's productivity, morale, and effectiveness… or bring it down?
• How well can they represent us to other areas of the company, or to our customers?
• In 6 months, will I be glad I hired this person, or regret a mistake?
• Would my boss congratulate me on a great hire, or question why I would hire this person?
• Would I enjoy working with this person each day?
• Can I trust them?

Answering these non-verbal questions are your most important task in the job interview!

Here are some things to do that may help…

• Know yourself! Know your strengths, weaknesses, accomplishments, and interests
• Present yourself professionally. It builds confidence and trust
• Be prepared. Solid, concise answers express competence
• Smile, and be warm and friendly! No one enjoys working with a grouch
• Succinctly give examples of your successes
• Succinctly give examples of your teamwork
• Succinctly give examples of challenges you've faced
• Succinctly give examples of prior career growth
• Don't ramble or talk too much!
• Be sure to point out additional relevant skills that may be uniquely yours
• Be prepared to discuss prior performance reviews
• Ask questions
• Show professional enthusiasm for what you do
• Ask them if they have any concerns over your fit for the position

The stated questions are often only a part of the ultimate question they have… Why should they hire you over the other candidates they are considering. The more you can address that for them, the greater your chance at an offer!

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Are You Promotable?

So… I'm sitting in my local Costco foodcourt recently… enjoying my $1.50 Polish Sausage and Diet Coke (one of the best quick cheap lunches anywhere). Sitting at the table next to me were 2 people also enjoying a lunch away from their office, apparently discussing the staff in their department and evaluating different individuals.

I wasn't trying to eavesdrop (honest!). However, they were speaking relatively loudly and I couldn't help but overhear bits and pieces of their conversation. I don't know their business reporting relationship, however, it appeared that it was a manager and perhaps a subordinate supervisor, or team-lead.

One comment that stuck out, reminded me how important it is for job seekers to not only make clear that they can do a particular job, but that they have greater future potential as well.

In the conversation I overheard, one person said: "Nancy never comes to me with new ideas or trends she sees, or any insight. She does her job very well, but I don't see any real advancement potential."

I have no idea what business these people were in, and I obviously don't know "Nancy". However, it would probably be reasonable to assume that Nancy thought her career was going well. She apparently "does her job very well" and so she may expect that she has a bright future in the organization. It's likely that her job description never said anything about suggesting "new ideas" or "trends" or "insights". However, those things were clearly an expectation of the people she reports to.

When an employer is considering multiple candidates, most of whom are likely able to do the job well, one of the factors they are likely to look for is whether the person seems to exhibit behaviors that will make them promotable in the future. Certainly they need someone that can do the job at hand. However, a good manager is always looking for people that will also be able to grow in the organization. How do they determine that? Here are some thoughts…

History of career growth. When considering a potential new hire, one way an employer tries to determine if the person might have potential for advancement is whether they've demonstrated growth in the past. Certainly previous promotions are a solid indicator and should be emphasized on the resume and in the interview. However, even if there wasn't a prior promotion in title, have you been given increased responsibilities? Has your previous company shown a growing trust in your competency and abilities by entrusting you with larger tasks, allowed you to work more independently, put you in situations to mentor others? It's equally important to make sure those things are pointed out in your resume and interviews as well.

Examples. Preparation for interviews is always critical. Having, and being able to articulate examples of previous growth situations should be part of your preparation. Examples of situations where you've shown initiative to do things that were above and beyond your specific job requirements are an excellent way to show your growth potential. Where have you shown that you're not only focused on doing your job well, but you are interested in adding additional value to the organization and can tactfully and adeptly communicate them and implement them.

Insightful questions. Asking questions about the challenges that the position, the department, and the company face can show an interest in becoming a greater solution than simply doing the job. The interview is not the place to offer up solutions to all their problems when you only have partial information. However, asking some questions about broader challenges can certainly show that you are interested in the bigger picture, and so may have growth potential.

Connect the dots. Learning about the culture in the organization and the personal characteristics that are generally valued can be a tremendous asset when trying to show your advancement potential. Emphasize the character traits you have, and how they've been demonstrated in previous roles, that match the characteristics of their culture. You have to know yourself well, and see the match when culture matters are discussed. However, if you can help them see a connection between your personality and strengths to their corporate culture, it will go a long way toward gaining their further interest.

Clearly showing that you can do the job is only part of getting to an offer. You must be able to show you have greater potential and are promotable in the organization as well.

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5 Things to STOP Doing in Your Job Search!

This site and so many other resources give you great "to do's" that can have a tremendously positive impact on your job search. Sometimes, however, it's important to look at what you're doing now that you should stop doing!

What are those things you do, perhaps daily, that are just not productive and take time away from the things that will make the most headway for you? What are those things that, if you stopped today, may actually improve your job search rather than hurt it?

Here are 5 that you might want to consider:

 

Spending hours on job boards. While it may intuitively seem to make sense to take the time to scour one job board (i.e. Monster, CareerBuilder, HotJobs, and hundreds of others) after another because of the quantity of openings listed… the process is generally a "black hole" that rarely produces results. The most optimistic figures I've found say that only 12% of jobs are filled as a result of someone responding to an online listing. And, when you are responding to a posting online, you are generally one of dozens, or hundreds of others applying to the same job. You are much more likely to be considered for positions when you're connecting with people and learn about needs before they are ever posted.

That's not to say that you should ignore online listings. Sometimes you can actually get a job from them. However, use tools like Indeed.com, SimplyHired.com, and LinkUp.com to consolidate and deliver the results for you to minimize the time it takes to find appropriate opportunities. Step away from the computer and talk to real people! You're job search will be much improved.

"Perfecting" your resume. While I'm a firm advocate of creating an effective resume, and customizing it for each position you pursue, I often see too many people spend enormous amounts of time trying to create the "perfect" document. The reality is, there is no perfect resume. They will always be a work in progress, and changes need to be made for specific opportunities. Make tweaks along the way, however, don't allow yourself to become consumed by trying to achieve perfection. Apply your time toward more effective activities.

Waiting for a call. Applying for a position online, and then waiting for a response is frustrating and usually futile. Similarly, having an interview and then waiting for weeks for follow up is discouraging. Don't wait! Be proactive and make the call yourself. Through LinkedIn, networking, or simply calling and asking a receptionist, find someone in the organization to reach out to. Even if they are not related to the role you are pursuing. Anyone at a company can give you insight as to what resonates within the organization, and they can point you to someone else that would be worthwhile to connect to. Taking the initiative will set you apart from most other candidates, will end your frustration from waiting, and will give you a better understanding of the process and people involved. Stop waiting for the phone to ring and make a call yourself!

Depending too much on Social Media. I'm a big fan of social media and how tools can be used to aid in your job search. However… Twitter, Facebook, LinkedIn and so many other sites are not THE answer to getting a job. They each have value, however, generally work best when you can use what you learn on those sites to actually connect with live people over the phone or face-to-face. Spending a great deal of time connecting with people only through social media will almost never produce the results you're looking for. They are aids, but not the "Holy Grail" for your job search.

Winging it. It's a competitive job market. Out of dozens, or hundreds of applicants for the jobs you are pursuing, someone is likely to be well prepared when they make networking calls, introductory calls to companies, interview, or follow up. When an employer is interviewing someone that is well prepared, and someone that's winging it and simply speaking "off the cuff", the difference is stark. Which one do you think will get the job?

Even someone that's generally very good at speaking off the cuff, will be better when they prepare in advance. Write scripts for your phone calls. Write out answers for your interview questions. Do the research on the company and the job before an interview. Look up the people you will be meeting on LinkedIn. Be the one that comes well prepared and not the one that just shows up and thinks they'll do fine.

Consider how you might be spending your time each day, and what habits have you developed. What are the things that don't seem to produce results? Decide you will redirect some of your efforts into more productive tasks and you may see a great improvement in your search!

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Watch Your Words!

Two people that networked with me recently for their job search were good examples of what not to do as you build professional relationships.

Each of them have great career backgrounds, and each of them reached out to me to seek job networking contacts in a professional way… initially.

Over the course of a few weeks we spoke multiple times, I was able to provide multiple additional contacts and we built a rapport.

However, with each of these two people, they ultimately said things that shut down any chance of my helping them further. They sabotaged their prospects of continuing to get help from me, and it's highly likely they've done the same with others as well. Their mistakes are not that uncommon. Learn from them and be sure to watch your words!

In each case, they contacted me in the hopes that I may be able to point them to additional people that might be able to help in their job search. They were pleasant and I was glad to help. As time went on, and they re-connected multiple times, we got into more casual conversations about families, other job search activities, and challenges they faced. However, in both situations, they at some point apparently felt that since we had built a rapport, they no longer needed to project professionalism. They engaged in various forms of cursing in conversations. And called people that I referred to them names for not going far enough, in their minds, to help them gain interviews for positions they were pursuing. My confidence in them plummeted. If they were willing to vent as they did with me, it's highly likely they did, or would, vent to the people I referred them to as well.

Don't presume too close a relationship! Each of them, after a number of conversations, assumed more than a professional relationship and vented their frustrations in very unprofessional ways. While we did have more personal conversations, my willingness to share my business contacts was based on the perception that they would represent me well to the people I referred them to. Later, by using coarse language in conversations with me and disparaging people that they knew I held in high regard, it caused me to doubt that they would maintain a professional demeanor with the people I referred them to. As much as I enjoy building a relationship, my willingness to share my business contacts is based on their professionalism. Even your best friend is less likely to be willing to introduce you to their best contacts if they believe you will embarrass them in the process. Don't ever forget that professional networking is a business transaction, even with those that know you well!

Never use bad language! Although it's very common in, and outside of business, profanity always creates a less than professional impression. I find that even people that use bad language regularly themselves view others that do it in a very negative light. And certainly someone that doesn't use that kind of language themselves will view it as an even more serious breach. It will never benefit you, and almost always harm your reputation. Don't do it!

Never trash others! Just as it's a very bad idea to complain about a previous boss or company when you're in an interview, it's also a very bad idea to trash anyone else when you're networking. You never know what the person you're talking to really thinks about that contact, and it's easy to burn bridges in the process. Similarly, it's usually not a good idea to overly praise someone else either! If you rave about someone, and the person you're talking to doesn't think well of them, it can taint their impression of you in the process. If you think they're wonderful, and I think they're mediocre at best, it makes me question your judgment. Generally it's best to not express strong opinions one way or the other.

Your demeanor will help or hurt your networking success! I help lead a large monthly networking meeting for job seekers. Invariably, it's apparent that people that come prepared, dress neatly, speak concisely and directly, and are very professional in their manor and speech gain far more referrals. Conversely, when someone is dressed sloppily or overly casual, rambles on and seems unprepared, and uses too casual of words receive little to no help from the rest of the group. People are glad to refer someone to their contacts that they believe will represent them well, and don't want to inflict someone on their contacts that they believe will embarrass them. That same dynamic applies with your best friend or other individual contact as it does in a large networking group.

Be very aware that when you are looking for business contacts, the person you are asking is considering how you will make them look if they give you the best names they know. They are evaluating you in a business context, not a personal one. Don't assume too close a relationship. Never use bad language, Never trash, or overly praise others. And be conscious of your demeanor. It matters!

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"Close Enough" Won't Cut It!

Too often, job seekers don't pay enough attention to the small details that might mean the difference between continued interest for a position… or rejection.

Whether it's a resume, personal appearance, or unprofessional language, the little things often make the biggest difference!

What kind of impression do you make? As a professional, or careless? Judgments will be made about you every step along the way of your job search. Don't think it's "No big deal", and don't think that "close enough" is good enough!

 

Resumes are their first impression of you! A survey in 2006 by OfficeTeam, an international staffing firm, showed 84% of hiring execs would eliminate a candidate for two typos in their resume. 47% said one typo. I know MANY hiring managers that would immediately eliminate a candidate for a position because of even a minor mistake in their resume. Are they being unreasonably picky? You can certainly have your own opinion about that, however, when they see your resume, that's all they know about you so far. This is the document, they believe, that is to represent your experience, accomplishments, capabilities, and professionalism in your very best light. This is what you "lead" with. If you have typo's, bad grammar, bad formatting, or other errors it's easy for them to assume you are sloppy, careless, or unprofessional. If this is your "best foot forward", what's your average work like? Especially in today's competitive job market, they certainly have other resumes to compare that are without errors… why should they consider yours?

Appearance and greeting matter! The same principals about your resume certainly apply to your appearance when you show up to a meeting. Generally, people form an opinion about someone within the first few seconds of meeting them. Depending on what opinion was formed, you will either have an easier time persuading them of your fitness for the position, or a much more difficult one throughout the rest of the meeting.

Disheveled hair, overly wrinkled or ill-fitting clothing, white socks with a dark suit, a "beach bag"-like purse, a sloppily tied tie, too casual of attire, or inappropriate or scuffed shoes all convey carelessness or lack of professionalism. And they convey a sense that the person didn't think the meeting was important enough to pay attention to those details. Similarly, a lack of a smile when greeting them, limp handshake or weak voice all convey a lack of confidence or interest.

As with a resume with errors, why should they consider you when others they've met appear to be more meticulous and pay more attention to the "little things".

Language counts! Regardless of how well the chemistry might be between a hiring manager and candidate, in the vast majority of cases the decision to hire is still a business decision. Treating an interview too casually, or using slang or profane language conveys a lack of professionalism. It creates a concern about how the candidate might offend others in the organization that might not feel comfortable with it. And it, again, puts into question their seriousness about making a good impression. When compared to other candidates that are more careful, the decision to count you out becomes easy.

Many people treat their job search too casually and don't pay close attention to the details. Often the sentiment is: They should hire me for what I can do, not for "insignificant" details!

However, it's usually those "insignificant" details that give them clues to the overall package. And when, as they are likely to have in this market, others they compare you to that also have the right experience, however, are also meticulous… it becomes clear that…

"Close enough" won't cut it!

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