Most job interviews will be about you and your prior experiences. As we’ve said in previous articles, make sure you focus on the top five responsibilities on the position description, along with the parallel experience that gives you the ability to take the function to the next level of performance.
Usually, toward the end of the interview, there comes a time when you’re asked, “So, what would you like to know about us?” Now is the time to show your business acumen and laser focus on results. These are the three questions that will move you from being an applicant among the many, to a top tier candidate among the few:
1. “What are the immediate issues of the job that require solutions within the initial 6 months?”
2. “What are the long term issues over the next 2 to 5 years that requires a strategy to solve an impediment that is preventing the results you are looking for?”
3. “What are the performance expectation for the new hire during the first year?”
These three questions and the ensuing discussion with the hiring manager will separate you from all other candidates. When the hiring manager begins to relate to you the short and long term issues and expectations, you can begin to discuss alternatives, pro’s and con’s of approaches, implications, and so on. What usually happens during these discussions is a working relationship begins to form between you and the hiring manager. When your interview extends over the allotted time or when the hiring manager says, “We need to find more in-depth time to discuss these alternatives!” you know you’ve hit a home run.
While many applicants will ask the ill-timed questions like: “What are the benefits like?”, “Will I get more than two weeks vacation?”, “How does your incentive system work?”, or “Does the company pay for relocation?”. All are good questions, but should be asked much later in the interviewing process, not during the first or even second interview. Your objective should be to get the hiring organization to want you as their employee, achieving the results that they need. Initially focus on their needs, not yours.
Another outcome from this approach is you get an inside view of what is expected when offered employment. You can then gauge your potential success level, whether you are under or over prepared for the tasks at hand, plus have an overview definition of the results required in the new position.
Few candidates can predetermine their chance for success. But this model has been highly successful for my clients over the past 8 years with a 97% success rate. Use it to your advantage.
I’ll provide you with a free assessment of your resume. Send it to: email@example.com
Ready to test the market? Email: Mygreenerfuture1@cox.net