what to say at an interview Archives - Keppie Careers https://www.keppiecareers.com/tag/what-to-say-at-an-interview/ Social media speaker, social media consultant, job search coach Thu, 14 Jan 2021 16:53:33 +0000 en-US hourly 1 How to get the job: what to say and not say at the interview https://www.keppiecareers.com/how-to-get-the-job-what-to-say-and-not-say-at-the-interview/ https://www.keppiecareers.com/how-to-get-the-job-what-to-say-and-not-say-at-the-interview/#comments Wed, 15 Aug 2012 10:30:18 +0000 http://www.keppiecareers.com/?p=8607 Job seekers spend so much time figuring out what to say during the job hunt, it’s easy to forget how important it is to know what not to say. Unfortunately, in this competitive job-search environment, one poor response or casual reference can mean an employer will decide not to hire you. The most important thing […]

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]]> Job seekers spend so much time figuring out what to say during the job hunt, it’s easy to forget how important it is to know what not to say. Unfortunately, in this competitive job-search environment, one poor response or casual reference can mean an employer will decide not to hire you.

The most important thing you can do as a job seeker is focus on the employer’s needs before your own and recognize that hiring managers will evaluate you at every opportunity. Companies put a lot of time and effort into trying to evaluate and hire candidates who are good fits. They look for every opportunity to qualify or disqualify you, and use every interaction to assess a good fit beyond specific skills needed.

Employers want to know: Is the person able to communicate efficiently and succinctly? Does he or she appear prepared and informed about the position, which might indicate the candidate’s general approach to preparing for important meetings? Is the candidate someone who would be pleasant to have in the office, or does he or she bring a negative attitude?

Since it’s tough to learn these specifics from a resume, your conversations and casual interactions will speak volumes. Be aware and prepared, and consider the following so you don’t botch your chances for the job inadvertently.

Don’t be desperate. If you say, “I really need this job; or any job,” the employer is likely to run the other way. Another no-no: “I’m really flexible, I can do anything.”

Why is it bad to be so available? Confidence, not desperation, is the skill most employers want in a new hire. Usually, they don’t go hand-in-hand; so one whiff of “I can be anything you want me to be” or “I need this job to pay my bills” may send the employer racing in the opposite direction.

Don’t complain. Employers are sensitive to subtle signs and clues when they talk to you. Don’t say anything that may make it appear you are excessively negative or whiny. If you had a bad night, are really tired, hate the heat, couldn’t find a parking place, or broke your heel on the way to the interview, keep it to yourself. Otherwise, you risk leaving the impression it will be unpleasant to work with you. No one likes spending time with someone who always sees the cup half empty, so smile, and don’t let on that anything is bothering you.

Another topic to avoid: Don’t mention how hard it is to find a job. For example, don’t say, “I’ve been having a hard time getting a job because of my age.” This may or may not be true, but the potential employer doesn’t care, and you’re wasting your time discussing your job hunt with someone who won’t hire you.

Don’t be rude. Mind your manners. If you’re at a lunch interview at a restaurant, and you are rude to the waiter, expect the interviewer to take notice. Say “please” and “thank you,” be considerate, and don’t do anything that leaves the impression that you missed important lessons about how to treat people. Similarly, employers monitor your interactions with assistants and receptionists. If you are unkind or snippy with anyone during your interactions, assume it will be held against you. For example, if you’ve been kept waiting a long time, don’t complain to the front desk person, “I have better things to do than wait here all day.” Instead, politely ask when someone will see you, and then make a decision if you want to work for someone who keeps you waiting at the interview.

Don’t be a blabbermouth. The minute you badmouth your previous boss or employer, you tell the new employer you lack common sense. Even if your previous boss or company has a bad reputation, it is not wise to add your two cents on the matter. Be discrete; who wants to hire a known gossip? The hiring manager will assume you would spread negative information about the new company, and will probably not want to take a risk by hiring you.

Don’t ramble on and on. When the interviewer asks, “Tell me about yourself,” and you start with, “I was born…,” you can pretty much assume you just lost your listener’s attention—and probably your chance to impress the employer. Do yourself a big favor by keeping everything you say focused on information you know the employer wants to hear.

Don’t make it “all about you.” It can be a real turn-off when you start asking about salary and benefits before you’ve sold yourself as the best candidate for the job. Asking how much vacation time you’ll have, mentioning your need to secure childcare, or asking about perks like a company car, computer, or cell phone will make the employer think you are more worried about your needs than those of the organization. This is not a selling point for you.

Don’t ask anything you could have easily found out already. If you’re applying for a job, the onus is on you to research the company. Don’t ask questions if the answers are on the organization’s website. It makes you look lazy and unprepared, two “qualities” most employers hope to avoid when hiring.

Don’t let it all hang out online. There are many stories about candidates who shared details about their personal lives or opinions about companies where they are interviewing online and lost the opportunity as a result. Assume anything you post online is accessible to employers and avoid commenting on the interviewer’s ugly tie, bad breath, or lack of preparedness. Do not say you will take the job until something better comes along. Do not post details about your illegal drug use, and do not let everyone know how often you come to work hung over. This information, when it is part of the public record about you, will come into play when the employer is choosing candidates, and it will hurt you.

Originally Appeared in y U.S. News & World Report column

photo by Alicakes*

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]]> https://www.keppiecareers.com/how-to-get-the-job-what-to-say-and-not-say-at-the-interview/feed/ 1 Why should we hire you? https://www.keppiecareers.com/why-should-we-hire-you/ https://www.keppiecareers.com/why-should-we-hire-you/#comments Mon, 13 Jun 2011 22:17:52 +0000 http://www.keppiecareers.com/?p=5937 "Why should we hire you?" It's the underlying question inherent in every interview inquiry. Even if interviewers don't ask this exact question, it's what they want to know. Your job is to supply appropriate answers. You'll need to describe reasons using concrete examples illustrating how and why you are a good fit for the organization.

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]]> “Why should we hire you?” It’s the underlying question inherent in every interview inquiry. Even if interviewers don’t ask this exact question, it’s what they want to know. Your job is to supply appropriate answers. You’ll need to describe reasons using concrete examples illustrating how and why you are a good fit for the organization.

Answering the question well requires two, equally important elements:

  1. Knowing what you offer.
  2. Understanding what the organization wants.

 

What You Offer
Why are you a good fit for the job? If you don’t know your skills, it will be difficult to land an opportunity. It’s imperative to understand what you have to offer when applying for positions. I tell my clients to post the question, “Why should we hire you?” on their bathroom mirror, refrigerator or anyplace they will see it during the day. I instruct them to answer, out loud, keeping different companies in mind each time. This type of rehearsal will help you hone in on what you have to offer.

What do you enjoy most about your job? It’s likely those aspects correlate with your strengths and may help identify reasons to hire you. For example, do you enjoy spending a lot of time negotiating, preventing problems (or solving them), or interacting with people from various backgrounds? Are you a writer, whose best time is quietly typing, alone at the computer? Or, is presenting in front of large groups your favorite thing? Make a list of what you would consider your best strengths.

If it’s difficult choosing your best skills, consider asking for help and doing some self-referential research. Dig out old performance reviews, read what people have written about you in LinkedIn recommendations, and ask your friends or colleagues about your strengths.

Need help articulating what you offer? Check out my new book:
100 Conversations for Career Success

Identify what is unique or special about you. How have you gone above and beyond the call of duty? What did you accomplish that no one else managed to do? Did you volunteer to tackle a problem and solve it? Give yourself credit — ideally, your past work will provide a strong, supportive platform for your next job.

Don’t underestimate the value of looking at yourself, your skills, and your accomplishments and outlining the key points you will want to share with a prospective employer.

What the Organization Wants
While the focus of “Why should we hire you?” is on “you,” the interviewee, it’s important to remember the answer isn’t all about you. The most successful interview responses focus on the hiring manager’s needs. Framing replies that demonstrate you understand their problems — or “pain points,” makes a big difference when competing with many other qualified candidates.

What are the skills to focus on when you apply for jobs? It’s usually not very difficult to identify what employers are looking for; their 2,000-word, in-depth job descriptions don’t leave much to the imagination. Many firms post videos, and manage Facebook sites and Twitter feeds touting their organizations and why you might want to work there. Skip these resources at your own peril — they are telling you exactly what you need to know to be a strong candidate.

To prepare to successfully interview — frame your answer to, “Why should we hire you?” to suit the employer’s needs. Print and highlight the job description, looking for the top three or four most important details. Do they include terms such as, “cross-functional team,” “team work,” and “team player” several times? If your answer to, “Why should we hire you?” (asked directly or as an underlying question) does not mention and focus on your abilities as they relate to teams, you are probably out of luck.

Does the company’s YouTube channel have a series of videos outlining its commitment to customer service? You’ll want to include details about your interest in client relations as part of the reason the employer should hire you. If an organization emphasizes a topic, it’s likely management will appreciate your letting them know why (and how) you are a good fit. Think of an interview as an opportunity to build a bridge between what the company wants and what you offer — and to figuratively lay a red carpet across the bridge, encouraging the employer to walk across!

Final Thoughts: What if There’s a Disconnect? You Know You Need to Emphasize a Skill or Accomplishment that’s not a Strong Suit?
The job requires leadership skills, for example. You know the interviewer will want to discuss it, but it’s one of your weak points. What should you say?

Give examples of non-work related leadership stories if your work history isn’t very leadership focused. Maybe you led a volunteer team and raised a lot of money, for example. It does help to be able to work in information about how you demonstrated leadership at work. To address this topic, break down the definition of “leadership” and identify some matches between what you’ve exhibited on the job and what the job requires.

For example, a leader:

  • Takes responsibility for his or her actions
  • Can think on his or her feet and make decisions
  • Can convince others of a viewpoint or plan — and inspire them to cooperate
  • Sees the bigger picture and makes suggestions to avoid obstacles

When the interviewer asks why the organization should hire you, include a leadership-focused reply, such as, “I know this job requires strong leadership experience. The best leaders think ahead, make good decisions and skillfully convince others to cooperate.” (Then, tell a story illustrating a time when you used those three skills.)

photo by b4b2

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