Why Should We Hire You? (The mother of all interview questions!)
That’s a great question and it deserves a great answer. The person who has prepared well for this has a HUGE opportunity to differentiate themselves from other candidates. All things being equal, why is your equal better than someone else’s equal…?
Sharing: The Day of My Panel Interview
OK, I did everything I could think of to prepare…just like you are contemplating right now.
There wasn’t a single detail or logistical consideration left to chance. I was determined to ace this interview!
I showed up early and was funneled into a conference room that sat about a dozen people.
They provided an agenda measured down to the minute, listing all the people whom I would be interacting with. It all looked incredibly well organized. Then everything came unglued. Leadership people who were slotted to meet with didn’t show up. Potential direct reports and teammates came in at awkward unannounced times. The senior people responsible for hiring seemed distracted and looked as if they were playing catch up. It appeared that all my efforts in preparing the big day were going down the drain fast.
Then reality set in. This IS how they roll…!
I had the opportunity to demonstrate how I would be a great fit within the context of their real world. I looked at each one of the panelists sitting at the conference room table and said, “Would you like me to tell you why I am the best candidate for this position?”
They all closed their books, gave me their undivided attention, and said, “Go for it.” Then the sun came out. I told them why they should hire me…and they eventually did.
Don’t misunderstand, I was a finalist and a very good match for the role by way of experience and education. However there were other factors that came into play that I will share with you now.
Big Points of Emphasis to Help ACE Your Job Interview
Tell the Truth Attractively – If you find it difficult to promote your own talents and abilities,
the examples below will provide some structure to help you get past this.
- Ask not what your employer can do for you, but what you can do for your employer.
Employers want to know how you will add value to their organization. Understand this well. - Be ready to articulate the top 2-3 selling points that point to you as a great fit for the job they are looking to fill.
- Sometimes it’s not what you say but how you say it. Be confident that you are the right person for the position and be willing to tell the interviewer why.
- Don’t talk yourself out of a job. Talking too much can undo the good have already accomplished during the interview. Keep it real, respectful, and relevant to the job.
When They Ask, “Why Should We Hire You?”- Do This
- Show you’ve done diligence – You have done sufficient research needed to uncover job related needs from various sources, i.e. the job description, on-line reviews, in person fact finding with people. Your objective is to demonstrate how well you researched the company and to relate your experiences that show you are a great fit for the job.
- Point to your qualifications – Highlight your relevant work experience from your present or previous jobs. The emphasis here is on relevant. The depth of relevance is sometimes revealed via behavioral interview questions. Tell them exactly what you did, not what team did.
- Demonstrate good listening skills – Nothing screams “Don’t Hire Me” louder than somebody who is unable to paraphrase keys points that the interviewer is trying to get across. Listen with your eyes. Make sure the lights are on and somebody is home!
- Exude confidence, not cockiness – Interviewers are paid to read people. You must do the same as you size up those you come into contact with on interview day. If it’s a screening interview, your goal is to get to the next step. If its face to face with HR, your goal is to get in front of the hiring manager. Get on the short list to get hired…sooner or later!
- Share your Why – Why do you do what you do? Why are you good at what you do? This speaks to motivation, passion, integrity, and purpose. These things speak volumes about you as a candidate. Don’t be shy about sharing them. Employers do want to know about them. I personally like the phrase, “_________________________, is what truly motivates me”
- Speak to growth – Upward mobility can be a very desirable trait since workforce demographics are changing rapidly. Get the interviewer to engage with you regarding possible future career paths for this position. Ask them where this role might lead to.
- Be a differentiator – All things being equal, why is your equal better than someone else’s equal…? Point to facts that support why you are the best candidate and the right person for the job. Make your personal brand stand out from the crowd.
- Speak to your soft skills – This is a big issue. It may not matter how qualified you are as a candidate if nobody can stand to work with you. Relate you ability to function in an excellent way as part of a team or independently, requiring little oversight. Provide real world examples. In our hybrid environment it is desirable to be good in both environments!
- Close strong – Tell them what you told them. Make believers out of them. “I believe I’m the right fit for the job because I possess all the qualifications and skills you are looking for. My background and relevant work experiences align very well with what this position requires as I understand it.”
- Ask for feedback – as a candidate, not just about next steps – This can be touchy but very beneficial. Sometimes the hiring manager may already have an internal candidate in mind as their number one, but many times another role very similar in nature is about to be approved. It hasn’t been posted yet. The interviewer may be thinking that you might be a fit for that role.
Do a post-interview review. While things are still fresh in your mind ask yourself:
- What went right?
- What might you have done differently?
- What did you learn about the employer? (and yourself)
- What did you learn about their industry and other potential employers?
- OWN IT!
After you have done your best…Let Go
Don’t make yourself crazy(er) by overthinking the situation. Be patient!
Remember you may have been their number two or number three candidate on the short list.
And things do happen, i.e. offers fall through, other offers are accepted etc. Be patient!
I had this exact situation where a candidate, who was the number two, became so impatient and agitated they came to our HR office and unloaded a bunch of negative energy on us. This was because from their point of view we did respond fast enough. This person had no way of knowing that our number one declined and we were (past tense) about to reach out to them. Be patient!
Patience is especially important today because of recent economic changes. Candidates are likely
to face more steps in their interview process as the competition for jobs heats up. Be patient!
In an upcoming blog we will talk about negotiating, accepting and declining job offers.
Until then…happy hunting!
Lee
