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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 November 14, 2018

Have You Fallen Into the ‘Busy’ Trap? Here’s Your Way Out

Have You Fallen Into the ‘Busy’ Trap? Here’s Your Way Out

Do you find yourself constantly feeling busy? Or, maybe you feel like you have too much on your plate? Perhaps you have a to-do list with no end in sight, or many responsibilities to juggle on a daily basis at work. When you get home, you have household responsibilities to take care of, too, and it just seems like you never have much time for a breather.

Being busy is good, it’s better than not having anything to do and letting time slip away. But, what many people don’t realize is, being busy doesn’t always mean you’re being productive. The more time you take to complete something does not equal to more success. Many people end up falling into this trap as they pack their day with tasks and errands that may sometimes produce little outcome or output for the effort that they’ve put in.

For example, let’s say that your washing machine at home broke down and you need to fix it. Instead of calling the handyman to come, your husband decides he’s going to fix the machine. He ends up spending half a day figuring out the machine, and does eventually fix it. He did however have to make a trip to the tool shop to buy some extra tools and parts for the machine. Now, if you had called the handy man, it would probably have taken the handyman much less time, and he would have all the necessary tools and parts already, because that is his job. So in this instance, was your husband’s time and effort worth it? Oh, and because he took half the day fixing the machine, you now had to take over his duties of dropping the kids off at soccer and swim practice.

We Need Not Be That Busy

I hope you would agree, that it would have been ideal to delegate this task to the handyman. That would have saved you time and effort, so that you and your husband could focus on doing other things that were more important to you, like being there for your kids or spending time with each other. This is just one example of how we often impose busyness on ourselves without us even realizing it.

But, I’m going to show you just how you can gain quality time from external sources. Whatever big goals or ambitions that you may have, it’s normal for them to involve a lot more of your time than you first expect. I’m talking about things like starting a new business, changing careers, perhaps even moving to a new city. New challenges often involve things that are outside of our experience and expertise, so covering all the bases ourselves is sometimes not feasible as it takes too much time to learn and do everything.

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You Are Just One Person

At the end of the day, you are just one person, and you have a limited amount of time. So, you have to do things that are meaningful to you. While an overall goal may be meaningful, not all of the milestones needed to get there may be meaningful. Because we all have our strengths and weaknesses, likes and dislikes, not every task will be enjoyable or all fun & games. Some simply require pure willpower and discipline to grind through. And that is where delegation comes in.

What is Delegation?

You may hear this term a lot in the business or corporate world; it’s an effective way for managers to distribute (or sometimes avoid!) work. But, that’s not what I’m referring to. Instead, delegation means leveraging time from an outside source to give you opportunities to increase your quality time. By outside source, we simply mean that it’s not your own time that you’re spending.

What Should You Delegate?

To delegate effectively, it has to be done with deliberate intention. So the aim of delegation is to create more quality time for yourself. There are 3 types of tasks that you should generally delegate, called the Delegation Triangle.

The first are tasks you don’t enjoy doing. These are things that you know how to do, but don’t enjoy. Second, are tasks you shouldn’t do. These are things you know how to do and may even enjoy, but may not be the best use of your time. Third, are tasks you can’t do. These are things that need doing, but you don’t have the skills or expertise to follow through with them at this moment.

Have a look through your daily tasks and responsibilities, and see if you can fit them under these 3 categories.

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Pitfalls of Delegation

Using the Delegation Triangle, you can decide which tasks are worth delegating. In theory, it might look easy to sort actions at first glance; but often, it’s actually harder than you think! 

One such example, is diverting time on tasks you shouldn’t do. Let’s go back to the washing machine example. Your husband decides to fix it on his own instead of simply getting an expert to fix it. Why? Because it’s probably a challenge he enjoys, and it’s an accomplishment that would bring him satisfaction. However, if the value of the task is too low, you really ought to delegate it to others.

Sometimes, when you have a larger goal in mind, you might have to sacrifice some actions in return for making progress. Always think about the bigger picture! One thing that can help you avoid this pitfall is to keep your deadlines in mind whenever you set milestones for a project or task.

Deadlines are a commitment to yourself, and every bit of time is precious. So if an activity you’re focusing on is taking time away from progress towards your goal, it may be time to let go of it for now. You can always decide to pick it up again later.

Then there’s the other extreme of delegation. And that’s when you start delegating everything you dislike doing to external sources.Sometimes it’s tempting to abuse delegation and get carried away outsourcing everything on your “don’t like doing” list.

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Some people are too picky on what they’re going to do. But sometimes, if you don’t like doing so but you’re the only one who can do it, you still need to finish the job. At the end of the day, it does take your own hard work and effort to achieve the success you want.

So if you find that you’re constantly running into this problem of over delegating, then it may be time to re-evaluate your motivation, or reason for doing whatever it is that you’re doing.

Ask yourself, “Is this task contributing towards a meaningful objective that I want to achieve?” and “what kind of progress do I make each time I carry out the task myself?” If the task is both meaningful and creates progress, then the next step is to ask yourself questions that can help you create actions.

What obstacles are causing you to avoid this task? Is it because of low confidence in your ability? Do you think someone else can do a better job? Is it your level of focus? Or is there an alternative action you can take that can produce the same results?

Take Action Now

Take a look at your current tasks or to-do’s that you have planned this week. Which tasks are possible candidates that fall under the Delegation Triangle? Are there any that fall under the pitfalls mentioned above? Which tasks can you immediately identify that should be delegated out right now?

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I hope this exercise helps declutter your tasks and responsibilities a little and allows you to see how much more time you can be saving for more important things. But, this is not the end of delegation. After you’ve sorted out the tasks that can be delegated, the next step is to determine who it should be delegated to. Besides people like your co workers, or spouse/family members, did you know that there is a whole delegating industry out there?

If you’re keen to learn more about this delegating industry, and find out how you can decide who’s the best fit to do your delegated tasks, subscribe to our newsletter today. We will help you discover many more skills that will boost your productivity by leaps and bounds!

Featured photo credit: rawpixel via unsplash.com

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