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Why Should We Hire You: The Best Answer for This Common Interview Question

Why Should We Hire You: The Best Answer for This Common Interview Question

You crafted the perfect resume. You landed the interview. You’ve got a stellar work history and education supporting you. You’ve knocked out home runs on every question the interview pitches your way. That job is as good as yours…

…as long as you can tell the interviewer why they should hire you over the other equally qualified applicants.

And that’s exactly where many people fail to close the deal.

Why It Is So Hard to Answer This Common Question

It’s a common question, but it’s also one of the most challenging ones to answer. Shouldn’t your accomplishments speak for themselves? Isn’t your resume a good enough indicator that you’re the perfect fit?

For many people, it isn’t easy to talk about or brag on themselves. And that’s exactly what you’re doing when answering this question. You have to convince the interviewer you are better than every other prospective candidate.

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But here’s a little secret: What you say when answering this question is just as important to how you deliver your answer.

They want to see how you can balance confidence and humility. They want to know how you articulate your best qualities without reducing those of other people. And they want to see how much you believe in yourself.

Why It’s Important to Prepare for This Question

You don’t want to sound rehearsed in the interview (because let’s face it, good interviewers can tell a memorized answer from one that comes from the heart). But you also should know that this question WILL be asked, and it doesn’t hurt to consider how you will answer it.

What many people don’t realize is that this particular question is your pivotal moment to differentiate yourself from the stack and sell them on YOU. Not your resume, not your cover letter, not your references. Just plain YOU.

And how you answer this question could win you the job, or send you back to the job board.

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5 Essential Tips on How to Answer ‘Why Should We Hire You’

There is no one-answer-fits-all solution because our talents and experiences are all unique. But be aware there is a basic formula you can follow to know how to give a solid answer that will knock socks off and push you to the top of the resume stack:

Listen for hints from the interviewer.

During the interview, pick up cues about what the company is looking for in a candidate and find a way to link those needs to your own unique offerings. If you listen closely enough, the interviewer will essentially arm you with the “right” answer. It’s also a good way to show them you were paying attention to them.

For example, if the company has emphasized its focus on customer service, you could include a concrete example of how you went above and beyond for customers at your old job, like this:

“My role as customer experience manager in my last job allowed me to get creative for our customers on a daily basis. I would make courtesy calls to see how they like their purchase, give them real demonstrations, and spend as much time as needed to help them make the right decision. I feel your company can benefit from my customer-centric mentality.”

Choose 3-4 top reasons for your closing statement.

You don’t want to rehash your entire resume, so pick a few key skills or accomplishments that put you in a positive light. Remember, this is your final chance to sell yourself and close the deal, so make sure you end strong.

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You could talk about your experience, awards, skills, accomplishments, or anything else that you think other candidates can’t offer or might not talk about. It’s crucial to differentiate yourself in this question; otherwise, if every candidate’s answer sounds the same, it does nothing to help the hiring decision for the recruiter.

The following statement is far from a canned response, plus it also relates how the candidate plans to benefit the company:

“My ability to create and foster strong relationships with clients, my drive to always do something better than someone else, and my creativity in solving problems can contribute to taking this company skyward in its revenue and reputation.”

Prove your worth.

Companies want to know they are making a good investment by hiring the right person. You could reiterate specific achievements from your previous jobs that could be beneficial to their company, such as your influence in sales increases, new ideas that brought in more customers, or ways you saved your company money:

“For example, I found a bookkeeping error in an account that had been overlooked for 3 years, which in turn generated an extra $500 a month for our company. Being money-conscious and resourceful comes naturally to me, and I find I’m often looking for ways to keep costs down. It’s my attention to detail, even when others have searched for and haven’t found anything amiss, that sets me apart from others.”

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Tailor your answer to the company.

One of the detrimental side effects of crafting your answer beforehand is that it isn’t specific to the job you are interviewing for. You don’t want to present a generic answer, so make sure you include some cues that are relevant to the job and the company.

Here’s a good example if you are truly familiar with the company you’ve applied with:

“As a long time [company name] customer, I’m already quite familiar with your products and the benefits they provide [name a few products and benefits for example]. You offer products that I feel comfortable standing behind and recommending to customers. Because I’m also a customer, I can speak not only from training materials but also personal experience, which could help in providing deeper connections with customers.”

Tie in the company culture to your answer.

Hopefully you checked out the company website before your interview (and shame on you if you didn’t). The website can give you a good impression of the company’s culture and mission.

One thing that interviewers look for when they hire someone is how that person will fit with the company culture. If you have solid accomplishments, education, and all the other requirements, you should highlight how you can fit in with their core environment.

“Looking at your website photos of your company outing at [name of place] reminds me of a similar group event I coordinated for my last company [give a few details]. In addition to the skills and accomplishments we’ve already discussed, I feel like I’d fit right in as part of the family here. It looks like your company keeps a sense of humor around the clock and truly has a passion for serving your customers, which is exactly the type of environment I thrive in.”

5 Don’t for the Why Should We Hire You question

  • Don’t get cocky, but don’t be too humble. Remember, this is a balancing game of confidence and humility, and you want to demonstrate a fair amount of both.
  • Don’t be generic. Saying things like “I have great qualities that will benefit your company” says nothing about what makes YOU the best choice. Other candidates may also have great qualities that can benefit the company, so be unique.
  • Don’t sound desperate. Recruiters will not take pity on you if you need the money or have 4 children or just lost your job because you got sick. Rather, this is your chance to make them feel your value.
  • Don’t tell them you want to work there because you live close by. Companies aren’t concerned if you want the job out of convenience. They want you to know how much success you can contribute to the company, and that you have a strong desire to do so.
  • Don’t focus too much on yourself. This question, as much as it sounds like it’s about you, is more about what you can do for the company.

Summary

Even if you prepare ahead of time, thinking how to answer “Why should we hire you?” can prove nerve-wrecking. But with a little practice, you can trust yourself to say the right thing at the right time and earn the job you deserve.

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Alli Hill

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

    Reference

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