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What Interviewers Really Want to Know About You
Part 1 of a Three-Part Summer Series
By Chandra Prasad, Special Contributor
What do interviewers really want in job candidates? The answer may be
different for every hiring manager. But first-time job hunters may be
surprised by how simple their wish lists are. We asked hiring managers
from a variety of industries to share what they look for in candidates.
Work experience is usually the first item on the checklist when hiring
managers read a resume. They ask: Where did this person work? What did
he do? And, is his experience transferable? Susan Cheng, a manager at a
major media-entertainment company, says she'll only glance at an
applicant's education, preferring to focus on whether he has relevant
work experience.
A Positive Attitude
A human resources manager at a federal courthouse has plenty of
accomplished candidates to choose from. He says he cares less about a
candidate's skills and experience than he does about her outlook. "The
No. 1 thing we are concerned about—because we have so many qualified
people who apply—is: Are we sure this person will have the right working
attitude?" he says. "We just spend [so] much time with each other, in
meetings and discussing things, that we don't have time for people with
a bad attitude."
In other words, if a hiring manager has to choose between two equally
qualified candidates, the person with the better disposition likely will
win out. It makes sense. After all, who wants to spend 40 or more hours
a week with a killjoy?
A human resources manager at a global information technology provider
offers similar testimony. "It comes back to confidence, energy, and a
positive attitude," he says. "I'd interviewed candidates a little while
back for a senior strategy position. One person had such energy, such
passion. We needed a go-getter. It was the energy and passion that
impressed me." It's little surprise that this interviewee was offered
the position.
A positive attitude is reflected in not only what a candidate says, but
also what he doesn't say. Shawn Jarrett, a manager of strategic
alliances for Pitney Bowes Inc., an office technology and services
company, warns interviewees against adopting an aggressive or superior
attitude during interviews. "You don't want to interview the
interviewer," he says. "Don't delve too much into an interviewer's
background. Everything you ask should be directed toward the job or to
ascertaining information on [your potential boss's] management style.
Don't try to nitpick, or try to find flaws in what people are saying.
Interviewers, like everyone else, don't want to be made to feel
unintelligent."
Honesty
Hiring managers are alarmed by the startling number of candidates who
misrepresent themselves. Prospective employees, they say, may exaggerate
parts of their work histories or disguise aspects of their
personalities. The occasional candidate will even out-and-out lie. Yet
it's the straightforward candidate who is most appreciated by hiring
managers.
Robin Pelzman, a former human resources specialist at Hewlett-Packard, a
global technology company, says, "There are those lucky moments when,
within the first five minutes, you know you've found the right person.
This happened later in my career, when I'd built up my experience and I
knew exactly what we needed in terms of fit. One person was memorable
for his openness. He said, 'I have three other offers. Here are the
amounts they're offering, but I want to work for HP. This is where I'd
like to be.' His openness wasn't presented as: 'I'm hot, so you'd better
come after me.' It was presented as: 'My values and work goals
correspond with this company and I want to work here.' By being open
about his preference for HP, he impressed me and made me far more
receptive to his other attributes."
Indeed, Hewlett-Packard isn't the only company to value honesty in its
employees. Hiring managers everywhere say that this quality is an
essential. A consultant at a recruiting firm specializing in executive
placements and board director appointments says that candidates should
avoid practicing their answers as if they're memorizing lines because
interviewers want to see natural self-expression. "I don't do a lot of
prepping with my candidates, because I want the interview to be an
organic experience," she declares.
Current Employment
Even if you've had it up to your eyeballs with your present job,
hiring experts advise that you keep working as you search for new
employment. Why? Employers are often more inclined to hire candidates
who are employed than those who are out of work. Beth Camp, the owner of
a professional placement service, says, "Go with market value for your
skill, suck it up, and stay working."
If you're already out of work or just out of school, don’t sweat it.
Employers can—and often do—sympathize with people who have been
unemployed for several months or more, especially when the economy is
ailing.
Related Readings
Coming Next Month
- Kick-Start a Stalled Job Search
By Chandra Prasad, IMDiversity Special Contributor
While rejection is often part of the job search, persistence can go
a long way. If you continue to try new tactics and to focus on
improving your skills, you will no doubt forge new paths into the
workplace. Here are some tips to help you do just that.
This article has been excerpted from Outwitting the
Job Market: Everything You Need to Locate and Land a Great Position
(Lyons Press, 2004). |
Chandra Prasad, a writer specializing in career and
workplace diversity issues, is author of the book,
