The 3 Things a Hiring Manager Needs to Know to Hire You

September 8, 2011
By Joshua Waldman
28 Comments

If there is one thing organizations want to avoid, it’s this: hiring the wrong person.

If a new hire quits within three months, some say the cost for the company could be significantly more than that position’s annual salary. As a result, hiring managers have a very low degree of risk tolerance when it’s time to make a decision.

That’s why knowing the three things that a hiring manager is looking for will lower the perceived risk about your candidacy and help you slide right into that dream job.

1. Are you likeable?

This is the proverbial “fit” question — it comes down to first impressions and personality. It comes first because most hiring decisions are made here.

The hiring manager is going to ask herself whether or not she can work with you, eight hours a day, five days a week, without jumping off the top of the office building. It’s important to let your personality come through — professionally, of course!

2. Are you motivated?

Everyone applying to a particular job is saying the same thing, “I’d be great for this position, I’m really qualified, I love hamsters and would never get bored with selling hamster wheels, honest!” Your job is to differentiate yourself from the other candidates and make it hard for the hiring manager to say “no.”

Your level of motivation will determine how successful you are at the company. Find ways to demonstrate this, even before you get to the interview. Hint: having a blog about the industry — a blog you’ve kept alive and fresh for two years — won’t hurt!

3. Can you do the job?

Most job seekers harp on this point almost exclusively in interviews. But that’s a mistake. Your résumé should provide enough information to determine whether you can actually do the work. That’s what got your foot in the door, after all.

If you’re invited to interview, it means you meet the minimum requirements to perform well on the job. It’s important to be qualified, but there will always be someone more experienced and more educated than you are. You need to go deeper in job applications or networking to show you’re a low-risk hire.

So what can you DO about it?

With social media, you have an opportunity to answer all three of these questions long before you even reach the interview. If you do your job search right, you should hear the hiring manager say at the first interview, “I feel like I already know you!”

Take another look at your LinkedIn profile. Make sure you are demonstrating personality and motivation in your headline and summary areas. Watch this video to learn more about polishing your LinkedIn profile with the three questions.

Start blogging. There is no better way to demonstrate motivation than having a voice. Twitter, Facebook and Brazen are all great places to distribute your blog content and turn your ideas into your résumé.

Think about your personal brand and how you communicate your personality and motivation to others. A brand is only as good as the way it’s perceived. Before getting online to fill out profiles, figure out what makes you better than everyone else.

Joshua Waldman helps frustrated job seekers leverage social media to find work. He is the founder of CareerEnlightenment.com and the author of the new book, “Job Searching with Social Media for Dummies.” His newsletter provides free, exclusive training videos.

Join Joshua and Brazen for “Avoid the Top 7 Job Seeker Mistakes,” a live online web conference on Wed., Sept. 14.

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Category: Job Search

Tags: finding a job, hiring

http://twitter.com/EC_Duncan Emily Duncan

Since my four-person team at work has been made responsible for reviewing resumes, initial phone interviews and first round in-person interviews for an empty spot in the our division it’s been very interesting to be on the other side of the table.

http://careerenlightenment.net Joshua Waldman

Emily, I’d be interested in hearing, from your perspective, what works and what doesn’t work when you are looking at a LinkedIn profile for new talent.
Donna Munday

Emily, I would love to hear your perspective as well. Like in the linkedin profile, what do you look for? In the resume? and during the interview? Thanks!

http://twitter.com/kmosher Kimberley Mosher

I think another great way to shine out and show that you are motivated is to do your homework on the job and the company so that you can demonstrate how you’d add value. For example, if it’s an online marketing positions what about the company website might need sprucing up or how could their blog traffic be increased? Demonstrating that you’ve put thought into the role and what you’d accomplish will go even further with the hiring managers when you’re in the room for an interview.

http://careerenlightenment.net Joshua Waldman

Kimberley, great comment. Yes, these days, it’s about the value you can add to them. There is no excuse, with all the info available, to not be well informed about the company and their needs.

http://twitter.com/DempseyStudio Timothy Dempsey

Not only is there no excuse with the information on firm’s publice facing internet sites a certain amount of time (an evening) should be devoted to cramming about the company – incl. “like”-ing social media sites to gather whether the company is a good corporate citizen.

Michelle

This is made a bit difficult when posting to Jobs on craigslist or to blind PO boxes, and even sometimes through staffing services. I cannot count how many times I felt an immediate “disconnect” in an interview. I’ve been told one thing by the service, and I find out at the interview that there’s a LOT MORE that wasn’t said.

Example – I submitted resume to staffing service “A”. Interested company wanted to interview. I showed up at staffing service, was told this was for property management company, which I had no immediate problem with. Went to interview, and was told by company owner that position was not only receptionist at property management company, but that he owned/operated 4 other businesses, which I would be involved in.

I blew that interview, primarily because had I known the situation beforehand, I wouldn’t have applied in the first place. I have no doubt I could learn it, but given the fact that it wasn’t clear to begin with told me that I’d probably be left with a lot of responsibilities and duties I might not be able to handle.

http://twitter.com/allisoncheston AllisonFarberCheston

Hi Joshua, thanks for the article. I think it’s also important to point out that the number one reason people fail on the job is lack of cultural fit. And when you’re in an interview situation, it’s important to remember that while you may think you want the job there are a lot of unknowns. So I would suggest focusing on asking the right questions to make sure that the culture will enable you to thrive.

I was just reading a piece in the NYT this morning, talking about a new hire at a social media company who commented that everyone wanted to chat with him all the time, and that all he wanted was to go back to his cubicle and get his work done. He’s obviously a poor fit for that company and he should look for a new job.

http://careerenlightenment.net Joshua Waldman

Allison, So true. He is going to be really unhappy. Or maybe he just likes to complain. Hard to tell

http://www.careersearchamerica.com/ Career Search America

Hi Josh — Great post. I think it’s also really important to go in to an interview with a solid and succinct pitch on why you are a perfect fit for the position — particularly if you strongly believe that you are. This goes along with being likeable, but I’ve been in on interviews where folks express their excitement and say they are a great fit, but never really explain why (beyond the “I’m a hard worker” type of answer). Tell us why truly why you’re a great fit!

http://careerenlightenment.net Joshua Waldman

That’s right. The candidate has to prove it, not just say it. That’s why I think blogging is so powerful!

Stewart J. Miller

So, tell me, why is the hiring manager her or him? Why is the position not portrayed as him/her, or gender neutral?

Donna Munday

Seriously? Look at the picture! You have time to worry about this?

Marie

the hiring manager wouldnt hire with Deaf and hard of hearing. I had be say that. but it very true. 90% of the deaf and hard of hearing do not have full time. They all went to college have diploma. With Accounting and become doctor or Manager. I know one person who is Deaf cant speak or hear. He studlies become a doctor. Couldnt find job himself for 5 years. Now he had his own business from his home. Honstry I am mad with hugh company wont hire Deaf people.

D. Cox

Marie – I don’t know you from Adam,only from your post here, so please take this as constructive criticism: Your public “face”, as presented in your post, is horrible. Your grammar is poor; your thoughts, as presented, are incoherent and incomplete; you told part of a story without enough background to even help fill in the many blanks – in short, based on this post (admittedly a small sample) I wouldn’t be impressed with you. Hopefully you present better during an interview.

Michelle

Here’s some personal experience. I once worked with a deaf individual in my capacity as student manager in the Food Service division at a University. One of the students I was supervising became involved with this deaf individual. The student took sign language in order to communicate better with this person, and relayed to the student managers that from the viewpoint of a hearing person, that the deaf individuals “grammar and sentence construction” were terrible.

What I learned was this. Written English and American Sign Language are two different things. To many deaf individuals, ASL is their FIRST LANGUAGE. Written English is their second language. Because of many obstacles, it is not easy to translate/convert one into another, simply because things are lost in translation. Literally.

Those who attend a school for the deaf may very well do better than those that are carried along in the general public school system.

http://careerenlightenment.net Joshua Waldman

Michelle, I’ve overcome Dislexia, written a book that is now an amazon best seller and found ways of fitting in, even though I think in opposite directions as most people. I’ve hired editors and found resources to make sure I come across as professional when I’m online.

Also, by dad is hard of hearing has has been my whole life. I understand what he has to go through. And he is an inspiration for finding ways to cope. He is also a successful author and business owner who never lets anything keep him from realizing his true potential. He uses special phone services, hearing devices and so forth to make sure he catches every word in a conversation.

From his experience and my experience, I’ve learned one thing: there are very few obstacles that can’t be overcome. That even though we may be different, there is no reason to expect other people to accommodate us. And in our work to overcome and succeed despite a disadvantage, we learn unique skills that make us better than the rest.

So I ask you and anyone else who has a disadvantage, what have you learned that makes you better.

hjertebraaten

I’ve learned to proofread everything I send out. Yes, even in the comments section.

Dead hedge

Hi Josh,

I have been involved with the last 3 hires in my department. What you wrote about the fear of making the wrong hire is very true. A good candidate does everything they can to reduce anxiety. Part of that is showing how it fits with their career progress to show they won’t leave early and how much they like the work.

With LinkedIn, we don’t use it. All the content is in the resume and I don’t value recommendations or how many LinkedIn groups they are a part of. I think that a LinkedIn profile is helpful for possibly getting an interview since it helps people find you. However, once you are interviewing, it doesn’t help. I don’t care if you have joined 35 Hamster groups, if you don’t relieve my anxiety during the interview.

Same with blogging. If I take the time to go to your blog (which is unlikely), it’s not going to relieve my anxiety just because your wrote it on the internet tubes.

http://careerenlightenment.net Joshua Waldman

Dead Hedge, Many hiring managers will say they don’t use social media or LinkedIn. But actually they do. They may not use it to find talent, but surely they use it to check up on people before or after an interview. I even heard one guy tell me that social media was stupid, then in his next breath, tell me he googled one of his candidates and found inappropriate pictures of her and disqualified her. He most certainly DID use social media. Therefore, I always advice job seekers to assume their first impression will be an online impression.

Dead hedge

I think that we are splitting hairs. I am claiming that LinkedIn isn’t used once the person has the interview since we have enough information at that point.

It is helpful for screening candidates. I get calls from recruiters who found me via LinkedIn.

After posting my comment to you, I did look up our 3 finalists on LinkedIn. One didn’t have a profile (he is the one who got the job), one had a profile that matched his resume, one also had a profile that matched their resume and a link to their personal blog (which wasn’t helpful but no incriminating pictures). There was no new information learned which is the point that I was making.

http://securityguardtraininghq.blogspot.com Ted Johnson

Great list. Motivation is highest on my list. I only hire real go getters!
http://parisianfeline.wordpress.com Tatiana

I like these questions! My only concern tends to be about fit. How do you know if you’ll get along with the people you work with, just because you liked the person you interview with? To me, it seems almost impossible to know if you’ll get along with your employees until you start working with them.

Which is why I’m a supporter for more interactive interviews – where you’ll do the work and hang out in the office/or wherever you want to work, so everyone will SEE if you’re a good fit. Most people, I think, will say that they’re a good match (or think they are) even the culture runs counter to their personality or preferences. I think, also, most people tend to over or under estimate themselves and their personalities. Or, people will just create coping mechanisms to deal with an environment not suited for them if they really want/needed a job.

But if you actually experience working there for a few days, you’ll have a context. Right now, interviews are so theoretical, it’s difficult to be truly objective and know how you’ll feel before you actually start working.

Joshua Waldman

Tatiana, Actually the first question, “Do I Like You” is a question about fit. Thanks for your comment.

http://www.aston-homes.co.uk Richard

No really something that the hiring manager needs to know, but aren’t most hiring decisions made within the first few minutes of the interview….. with that in mind, remember, First Impressions Count!
Anonymous

getting a job right now is more difficult than before. come and see hiring manager will decide wheter they will hire us or not, confident is also a key to get hired by them because if we do intrview confidently, they may guess we are ok for their company.
http://isomorphismes.tumblr.com isomorphisms

Blogging? That doesn’t do anything. Very much agree with your #1, 2, 3.
http://www.getmyexboyfriendbackfast.com Steff @ ex back

Hi Joshua,

Although I’m not looking for a job in the near foreseeable future, this is really what got me my current job in the first place. It is crystal clear now that you present it in a point to point form. I once spoke to a HR director and he told me that one’s qualification is given. It’s the least important thing that they would see. Rather, it is the attitude that makes or breaks the interview. Thanks for sharing!

The 3 Things a Hiring Manager Needs to Know to Hire You

1. Are you likeable?

2. Are you motivated?

3. Can you do the job?

So what can you DO about it?

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The 3 Things a Hiring Manager Needs to Know to Hire You

1. Are you likeable?

2. Are you motivated?

3. Can you do the job?

So what can you DO about it?

You might also like…

3 Easy-to-Make Mistakes Job Candidates Should Avoid At All Costs

5 Stellar Strategies to Land Your First #SocialMedia Job

Ready to be Brazen?

Archives

Resources

Write For Us

Advertise With Us

Join the Community