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Published on July 9, 2018

How to Ace an Interview: 17 Things That Hiring Managers Look For

How to Ace an Interview: 17 Things That Hiring Managers Look For

I should have my name somewhere in the Higher Education Book of World Records for the total number of interviews I’ve attended in my life. Ten? Twenty? I think it’s more like 75 or so. And that doesn’t even count phone interviews. I’m well over 100 if you count those.

Most of my interviews have been full day experiences on a college campus featuring multiple interview panels and several meals; sometimes campus tours, presentations and student events. I’m not sure this is the norm for corporate America but I like to think that this experience has given me a certain amount of unique insight on how to ace an interview.

But beyond that – as an employer, I could easily double that number in terms of the total number of interviews I’ve conducted. Chairing search committees? Yes, I’ve had experience there as well. I know exactly what I’m looking for when a candidate sits down across that table from me or the table of folks with whom I’m interviewing.

Because you will be doing a good amount of preparation for that interview (um, yes, you totally will), here are 17 things that will assist you as you prepare to ace an interview:

1. Do your homework

If I’m going to invest my time into speaking with you about my vacant position, I want to be sure that you are interested in my organization. And the only way I will know that is if you’ve done your homework. You should be prepared to connect your previous experiences and skills with how you can contribute to my company.

“Tell me how your skills and experience have prepared you for a position at This Company?”

2. Fit the company (almost) perfectly

Candidates should be interviewing the employer in this session as well! As the hiring manager, I want to know that my candidates have thought about how they connect with our mission and values and whether they agree with them. Dr. Kerry Schofield wrote on Good&Co:[1]

“The average correlation between good cultural fit and these positives outcomes is about 0.43, which means that cultural fit accounts for nearly half the variance between employees in job satisfaction!”

As for myself, I just want an employee who wants to make a difference for my company, not just earn a paycheck.

“How do you see yourself contributing to this organization?”

3. Aware of your own weaknesses

As a hiring manager or supervisor, I need to know that YOU, the employee, are self-aware of your strengths and weaknesses – but particularly the weaknesses.

Let me explain that a little further because it sounds harsh. I am going to assume that you are pursuing a job with my company because you feel pretty good about your ability to do Skills A, B, and C. But I need to know where you struggle, so I can assist you and support you; so I can connect you with a team member or mentor who balances your challenge areas.

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“What are two of your strength areas, and name one area where you struggle from time to time?”

4. Know how to manage conflicts

Don’t tell me that it’s always been rainbows and sunshine between you and your co-workers. You may actually have had a big challenge with a previous supervisor.

I want to know how you manage conflict in the workplace and what you’ve learned from workplace conflict. Understanding the way you respond to negative situations tells me a great deal about how you can contribute.

“Tell me about a time when you had a disagreement with a coworker. How did you resolve the situation; and what did you learn about yourself in the process?”

5. Solve problems skillfully

In the face of confusion or frustration, how do you solve a problem and move the project forward? As your supervisor or hiring manager, I’m definitely interested in how you manage those bumps in the road and recover from the distraction. In an article on the HuffPost, Ken Watanabe said regarding problem solving,[2]

“It’s important to realize that being a problem solver isn’t just an ability; it’s a whole mind-set, one that drives people to bring out the best in themselves and to shape the world in a positive way.”

“You and your team have realized that you completely under budgeted the advertising project that is due in 48 hours. How do you approach this situation and prepare for the deadline?”

6. Have a good personality

I mean, can you talk about a variety of topics? Do you connect with others in the room and make eye contact? Do you have something to say or do you just sit there? I’m not talking about whether you are an introvert or extrovert; I know a ton of introverts who also have personality. Demonstrate your individualism and show how you will approach tasks and projects.

“What would your former supervisor say is the most unique thing about you?”

7. Be a leader and a follower

Depending on the position you are pursuing, the hiring manager may be looking for a supervisor or team leader; or they might be looking for someone to complete their team. You should be able to show how you can do both. In certain circumstances, different leadership and teamwork styles emerge, so you want to be able to indicate where the division is for you.

“Describe a project or event where you were clearly the leader; how did you demonstrate this and what was the result?”

“In what circumstances do you prefer to serve the team as a member, or follower?”

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8. Know your expectations

If your hiring manager is also going to be your supervisor, he will want to get a sense of how you like to be supervised; or how you need to be supervised.

Are you looking for a supervisor who is also a mentor? Or do you work better if you are left alone? Are you going to ask for clarification every time a task is delegated to you? Or are you more likely to ask for forgiveness rather than permission?

“What expectations do you have of this position, or of your supervisor?”

9. Able to achieve work life balance

You won’t be any good in the workplace if you aren’t taking good care of yourself. No one can serve from an empty vessel.

Employees who focus on work life balance are more engaged, more productive and happier in their positions. Doing a little extra hustle in the early days while you learn the ropes and get to know your team is one thing; skipping lunch hours and staying late multiple times a week is another. Show the hiring manager that you have alignment and you aren’t just your job.

“What are your hobbies or interests?”

“What strategies do you use to make good use of your down time?”

10. Be enthusiastic about the opportunity

You don’t need to do cartwheels or be a cheerleader (unless you really are that person); but answering questions with no interest or eagerness will demonstrate otherwise. Convey genuine excitement in the opportunity this position brings you.

“Why do you want to work for us here at Blah Blah Company?”

11. Show your confidence

You’ve made it this far because you truly believe you can do this job. You genuinely want this position. The interview is not time for you to beg for a job, so you need to be prepared that you can demonstrate your abilities and belief in yourself.

“What previous experiences have prepared you to assume this position?”

12. Strive for results

Walking the walk isn’t enough. Your new boss wants to know if you can get things done and provide results. How exactly are you going to prove that in an interview? Make sure you can explain a time where you completed a project from start to finish and can show how it made a difference.

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Furthermore, as shared by Audrey Fisher on her blog, being results oriented allows you (and your supervisor) to measure your progress and take ownership.[3]

“How have you specifically contributed to your previous employer or organization/department?”

13. Show your positivity

Employees with positive attitudes are more productive in the workplace. And frankly, positivity is contagious. Your tendencies to show that you are a Glass Half Full person helps with overall morale, and managers really like this. No one wants to work with Debbie Downer or Negative Nancy. And chances are, no one wants to supervise these ladies, either.

“Tell me about a time when you have achieved a negative result in a project or event. What did you learn from that experience?”

14. Be specific when you explain yourself

As a hiring manager and supervisor, I got really sick and tired of hearing these various responses:

  • “I’m a people person.”
  • “I have excellent leadership skills.”
  • “I’m such a perfectionist.”
  • “I’m a total team player.”

By making these statements, you’ve told me exactly nothing. What made you that people person? What specific leadership skills can you perform? The ability to provide specific examples in your interview responses are so much more effective than generalizations.

“Tell me about a time when you had to lead a team through a project. What skills did you leverage to complete this project?”

15. Demonstrate that you’re a team player

No woman (or man) is an island. Unless you are interviewing for a telecommunications gig (and even some of those have teams), you’re going to have colleagues and peers and fellow staffers who will rely on you and need your participation.

Be prepared to express and explain how you contribute to the teams you are assigned, and what your role usually has been.

“Tell me about a time where you worked on a project with a team. What was your role, and what was the outcome?”

16. Trustworthy

“Trust is the basis of every relationship.” I’m embarrassed that I can’t remember the name of the comedy film where this came from although I’m sure that screen writer wasn’t the first person to say this. Just in this particular film, it’s ironic because the character speaking it is shifty.

And no one wants to work with someone they can’t trust. Whether you’re part of an advertising team, a medical rotation or a residence hall staff, staff members need to trust each other as do supervisors and employees. Jennifer Scott shared this interview question (and many more) on LinkedIn:[4]

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“What would you do if you were given credit for something a co-worker actually did?”

17. Be patient

Each organization and corporation has a specific procedure for hiring. Some HR departments are completely in charge, or the departments take the lead and HR makes the offer. Either way – don’t bug the hiring manager or administrative assistant to death about an answer.

You can ask about the timeline during your interview and make a note of this. Follow up only if the timeline hasn’t been met.

This extends to the workplace as well once you get an offer. The department or team may not be advancing or changing as fast as you’d expected. You may not be getting promoted as quickly as you’d hoped. Just hang in there and be patient.

You’re the new guy, remember? Explore your concerns with your supervisor and ask good questions. Your time will come. I’m sure of it.

Here’s an interview question that was shared on Glassdoor.com:[5]

“How would you handle stress in a situation with a customer where you can’t immediately solve the problem?”

Preparing for a job interview should be taken seriously, especially if this position is one that excites you and will fulfill your passion. You’ll definitely have a leg up if you focus on some of these areas of importance to hiring managers.

Now go out there and ace that job interview.

Featured photo credit: Pexels via pexels.com

Reference

More by this author

Kris McPeak

Educator, Author, Career Change and Work/Life Balance Guru

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Last Updated on May 22, 2019

50 Great People To Follow On LinkedIn, No Matter Your Industry

50 Great People To Follow On LinkedIn, No Matter Your Industry

LinkedIn is an excellent platform to network with great people to help you in your career and businesses. However, with over 575 million people on the site, who should you follow? This list will steer you to the right people to follow, organized by categories of expertise.

Job Search Experts

You will likely have several jobs throughout the course of your career, and you will constantly need advice on new trends and strategies out there in the job market. Here are the LinkedIn experts who you should follow on these matters.

1. Liz Ryan is the CEO and founder of Human Workplace. Her articles on job searching are filled with creative and colorful cartoons.

2. Lou Adler is the author of The Essential Guide for Hiring and Getting Hired.

3. Dr. Marla Gottschalk will help you make an impact in a new job.

4. Hannah Morgan runs CareerSherpa.net, where she gives expert advice on job searching and how to be more visible online.

5. Alison Doyle is the CEO and Founder of CareerToolBelt.com.

Management Experts

They say that people leave managers, not jobs. These experts in LinkedIn will help you become your employees’ dream manager.

6. Jeff Weiner. How can we leave out the CEO of LinkedIn himself?

7. Nozomi Morgan is an executive coach. She can help you transition from a boss to a true leader.

8. Mickey Mikitani is the CEO of Rakuten. He constantly shares his expertise in managing a global player in e-commerce platforms.

9. Andreas von der Heydt was the head of Amazon’s Kindle Content and now the Director of Talent Acquisition. He has extensive experience in management, branding, and marketing.

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Productivity Experts

By maximizing your productivity, you can win in all aspects of life. The following LinkedIn experts will help you win big in your career.

10. Gretchen Rubin is a happiness coach and the bestselling author of the The Happiness Project.

11. Carson Tate is the founder of Working Simply. She advises us to include play in our schedules.

12. Greg Mckeown is an essentialist. Part of being an essentialist is saying no to many things so that we can focus on the things that matter.

13. Brian de Haaff, CEO of Aha! Labs Inc. provides strategies on how to be productive and happy at work at the same time.

Marketing Experts

14. Sujan Patel is VP of Marketing at When I Work, an employee scheduling software. He is an expert in content marketing and he even shares his ideas on content marketing in 2020.

15. Megan Berry is the Head of Product Development at Rebelmouse, a content marketing and AlwaysOn powerhouse.

16. Sean Gardner will help you navigate the social media landscape. This includes how to use different platforms to help accelerate your career. He is also the bestselling author of The Road to Social Media Success.

17. Christel Quek is an digital and marketing expert. She is the VP of South East Asia at Brandwatch. Their products help businesses utilize social media data to make better business decisions.

18. Jeff Bullas is a digital marketing expert. His blog has over 4 million readers annually.

19. Michael Stelzer is the CEO and Founder of social media powerhouse site, Social Media Examiner.

20. If you’re looking for inbound and content marketing expertise, follow Dharmesh Shah, Founder and CTO of Hubspot.

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21. David Edelman is a McKinsey partner and is at the helm of the Digital Marketing Strategy Practice Department.

22. Dave Kerpen leads the social media software company Likeable Local. He is the author of Likeable Social Media: How to delight your customers.

23. Clara Shih is the CEO of Hearsay Social and the author of The Facebook Era.

24. Aaron Lee is Grand Master of Customer Delight at Post Planner. He is an excellent resource for everything social media.

25. David Sable is the CEO of Y&R, one of the largest advertising firms in the world.

26. Content marketing trumps traditional marketing these days, and who else better to lead you in this area than Joe Pulizzi, Founder of Content Marketing Institute.

Personal Branding Experts

Part of what we market in our personal career is our brand. When people hear your name, what kind of brand comes into their mind? What traits and qualities do they associate with you?

Here are some personal branding experts from LinkedIn to improve your own brand.

27. Dorie Clark is the author of Stand Out and Reinventing You. He can help you craft the professional image you’ve always wanted.

28. Dan Schawbel is the managing partner of Millennial Branding. If you’re a millennial, Dan is the guy to help you craft your personal brand.

Other Notable Experts to Follow

29. Lisa Gates is the expert to follow if you’re negotiating for higher salaries and promotions.

30. If you’re a Baby Boomer, Marc Miller will help you navigate the continually changing landscape of the workplace.

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31. To avoid getting your resumé moved to the “No” pile, read Paul Freiberger’s excellent advice.

32. James Caan provides insightful ideas on careers in general. He is also a serial entrepreneur.

33. Jeff Haden writes on various topics, such as leadership and management. He is the owner of Blackbird Media.

34. If you’re looking for expert business advice on getting new customers and keeping them, follow Jay Baer.

35. Suzanne Lucas, aka Evil HR Lady, is a great human resources specialist.

36. If you need help in using Twitter to boost your career, Claire Diaz-Ortiz can guide you in the right direction.

37. Ryan Holmes is the CEO of Hootsuite, a social media management tool.

38. Customers are the lifeblood of a business and Colin Shaw focuses on revolutionizing this customer experience.

39. Brian Solis often reflects on the future of business and how technology can disrupt our world.

40. Nancy Lublin provides advice on more lighthearted topics, which are perfect after a long day’s work. She is the CEO behind Dosomething.org, a portal designed for social change; and the founder & CEO of Loris.ai and Crisis Text Line.

41. Katya Andresen provides advice on how to manage your career. She was the CEO of Cricket Media and now responsible for the SVP Card Customer Experience at Capital One.

42. Gallup has created a system to test what your strengths are and how to use them at work. Jim Clifton is the CEO of Gallup.

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43. Adam Grant is a Wharton Professor and the author of Give and Take, which provides advice on why being helpful at work can accelerate your career.

44. Hunter Walk is a partner at Homebrew Venture Capitalist Company and has specialty in product development and management.

45. If you’re running a nonprofit organization, follow Beth Kanter for expert advice on this area.

46. Emotional Intelligence is necessary to succeed in your career, and Daniel Goleman is your expert for that.

47. Rita J. King connects science, technology and business.

48. Tori Worthington Rose is a Creative Director at Mary Beth West Communications, LLC. She has extensive experience in sales and digital media.

49. If you’re looking for some advice on how to use writing and personal content marketing to boost your career, follow Ann Handley.

50. Tim Brown is the CEO at IDEO and shares his insights on Leadership and Creativity.

These are just some of the key thought leaders and movers in various industries. They will provide you with constant inspiration, as well as the willpower to pursue the career that you’ve always wanted. Their stream of expert ideas in their respective fields will help you become well-equipped in your professional pursuits.

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Featured photo credit: LinkedIn Sales Navigator via unsplash.com

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