Posted on: October 10th, 2017 by
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Let’s assume that you match the education, key experiences and requirements of a position description for a job for which you are interested. What other factors will elevate you as a top candidate and best selection?


Hiring managers want to know: What have you achieved? How did you do it? What were the results? Use this checklist to your advantage.


  • Can you contribute in the short & long term? Are you focused on doing a good job? All hiring managers have short-term problems they want solved. Look at the top five items on the position description to figure out what they are. But they also are looking at the longer-term: Will the candidate be able to grow to a higher level?
  • Do you have the energy and passion to drive performance to results? Hiring managers are looking for that little bit of extra that demonstrates your willingness to make the extra effort or stay the extra hour to find solutions. Energy and passion are hard to fake, but when the hiring manager sees it, it’s infectious.
  • What about your Interpersonal relations and communication skills? Hiring managers are looking to see if you can relate easily to other people and communicate effectively. You can be the greatest expert in your field, but if you can’t relate or communicate, it’s worthless. You are also joining a team that’s already in place. The hiring manager doesn’t want that team disrupted.
  • What about extra credentials, professional associations or leadership positions? When it gets down to the final 2 or 3 candidates, the person who has gotten that extra credential or industry recognition will have an advantage. Membership in a professional association shows that you’re interested in keeping up to date in your field. Show that you’re out in front.
  • Do you have knowledge of the business, industry or competition? Hiring managers will be very impressed if you have insights into the business and where the competition is weaker. Every industry and most companies have a language all their own. Research it.


  • Are you flexible, can change with the times, and are you dependable? Hiring managers don’t want rigid employees who can’t adapt or pitch in when extra hands are needed. The world is in constant motion and organizations need individuals who can be successful in different situations.
  • Will your references be positive to the question, “Would you hire them again?” The hiring manager is really asking the question, “Is this person honest and trustworthy for me to take a risk on them?” Hiring managers can’t afford to make a bad decision. You and your references have to convince the hiring manager that you are that right person.


You can’t read the minds of a hiring manager, but you can make an educated deduction of what they want in a candidate. Why? Because, if you were in their shoes, you would make a similar checklist.


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