If you’ve read my posts in the past, you will be familiar with my advice on being the candidate who is hired: It is the one who is most knowledgeable about the job, company and industry, the candidate who matches the company culture and the one with the deepest success rate in the area that the company needs the most help.
Below is a link to an article by Lou Adler that backs up my advice with a stats and a great graphic. Interestingly, Adler’s target audience is hiring managers. He points out that the typical sequence in an interview identifies the best candidate, not the best hire.
For those of us on the other side of the interview desk, Adler shows an opening for proving our value by answering questions that go beyond the basic benchmarks. We must show that we can collaborate, lead a team, mentor, prioritize, manage time and money as well as having a pretty face.
When asked about our track record, we must include the how as well as the stats. If we show that we succeeded by performing specific team-building functions or by co-incidentally reducing both time on task and costs, we show the qualities that make us the best hire as well as the best-performing candidate.
The difference between a manager and a leader is the ability leaders have for helping others move forward, promoting the whole team, while accomplishing goals. Employers want managers but also need leaders. Lets show the hiring manager that we are both!
Strut your stuff! Lets work on you profile so that you are ready when opportunity knocks! 610-212-6679 firstname.lastname@example.org