Tag Archives: interviewing

7 ways managers can improve the hiring process

For you hiring managers, you might have taken notice upon seeing the title of this post. While it’s true that job seekers can benefit from advice on their job-search techniques, there’s something to be said about how you can improve the process.

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You can make the hiring process a better experience for job candidates. This is within your power, as you are usually the one making the hiring decision. Your goals is to hire the best possible candidates; it’s to your company’s benefit.

Read this article by FastCompany.com about some mistakes hiring managers have made.

Are there hiring managers who interview well? Absolutely. They have mastered the process and hire great candidates. But for those who don’t, here are seven things to consider.

1. Get trained on how to interview properly. Smart companies send their hiring managers to training on how to interview properly. Hiring managers are taught about which questions to ask and how to conduct an interview that draws the best attributes out of job candidates.

“I’ve been managing people for years, and I was never trained how to interview candidates,” one of my workshop attendees said after I made the bold statement that some hiring managers are not the best interviewers.

The statement from my workshop attendee did not surprise me; training can be expensive and time intensive. The Society of Human Resources Management (SHRM) provides training for hiring managers. Among the various techniques SHRM teaches is which questions to stay away from, namely illegal ones.

2. Don’t ask illegal questions. One of my clients told me he went to an interview and the second question the hiring manager asked was, “How old are you?” I asked him to repeat his statement. I was so shocked by this blatantly illegal question.

Although it’s hard to prove, under the Age Discrimination in Employment Act of 1967 candidates 40-years and older are protected by age discrimination. But age is not the only topic hiring managers should stay away from. Questions about nationality, marital status, gender identity, race, disability, political preference, and religion are taboo.

3. Don’t discount the value of the mature worker. Related to the previous reason, some hiring managers—young and older alike—discriminate against age. They are subtle about it, or quite obvious. Many of my clients, who average 53-years of age, tell me about times when they could see this on the hiring manager’s face.

This is not only illegal, it’s bad practice. Mature workers add value, through their job experience, maturity, great problem-solving skills, dependability, and more. Am I saying that mature workers don’t lack some skills younger workers do? No. Every age group has strengths and weaknesses.

4. Hiring the best candidate is a priority. Probably the last thing hiring managers want to do is interview someone for—as an example—an office manager, when she has multiple projects to oversee. Here’s the thing, the hiring manager needs someone who can run the office and make her life easier. She needs a problem solver.

Yes, overseeing the projects is important, but finding the right administrative assistant should take priority. Rushing through the process could lead to a wrong hire which doesn’t relieve the problem and can be expensive (approximately 30% of the candidates first annual salary).

5. Be willing to interview strangers. The preferred method of hiring a candidate is through a referral because candidates come with a mark of approval. But sometimes the best candidate is not known someone who works in the company or someone who knows someone who works in the company.

Herein lies the rub: hiring managers need to go through the process of reading résumés from strangers and interviewing them. As unpleasant as it may be, if they want the true problem solver they seek, the right person might not be a referral.

6. Work with your recruiters and HR. A complaint I often hear from recruiters and HR is that they need to play a bigger role in the process. They want to do more than conduct phone interviews to determine a candidate’s salary  and experience.

Recruiters and HR want to be business partners and know hiring managers’ thoughts before approaching potential applicants. They should not go into screening candidates without a full understanding of what hiring managers are looking for in terms of: “the must haves vs. the nice to haves,” the interview layout, etc. Read this article from the Muse.

7. Stop looking for the purple squirrel. This is a common term meaning the candidates must be perfect. Candidates must be able to hit the ground running, a fit for the work environment, and liked by the hiring manager.

A candidate who has the required experience and  is compatible with his colleagues and the hiring manager is essential; but some hiring managers want a clone of themselves and someone they would want to go out for drinks with. What’s most important is that the candidates possesses high EQ.


This last point is why many of my clients are frustrated by the time it takes employers to hire them. Three, four, five rounds of interviews. According to SHRM, the average time it takes employers to hire job seekers is 26 days. This figure seems low to me, as I’ve seen some of my clients wait two or three months for employers to pull the trigger.

Coupled with poor hiring methods and a long process, job seekers are frustrated. Do you blame them? I don’t.

Photo: Flickr, Kristof Ramon 

 

6 reasons why you landed your job

Searching for a job was scary and one of the most difficult times in your life. But you made it. You landed the job you wanted. Your job search took longer than you would have liked, but you persevered for six months.

Success

When you think about what led you through your journey and to this new opportunity, you can pinpoint 6 distinct reasons:

1. You demonstrated emotional intelligence (EQ).There were times when you felt like throwing in the towel. You felt like staying in bed dreading the days ahead. Your feelings of despondency were unseen by others, save for loved ones and your closest friends.

When you were networking in your community, attending networking groups three times a week, and taking workshops at the local career center, you showed a confident demeanor. You were positive and demonstrated a willingness to help others. Despite negative thoughts, you did your best to help yourself and others.

Read 12 ways to show emotional intelligence.

2. You developed a target company list. Taking the advice of your career advisor, you made a list of companies for which you wanted to work. She told you to spend time researching your target companies and contacting people for networking meetings before jobs were advertised.

You left each networking meeting with different people to contact. You had the sense that one person, a VP of Marketing and Sales, had an interest in you. He led you to the door saying, “We might be in touch with you real soon.” But you didn’t rely on this one occurrence.

You continued to build your target company list and ask for networking meetings. You were spending less time applying for jobs online and more time meeting with quality connections. You were optimistic. You felt productive.

Read 4 components of job-search networking emails.

3. You networked the proper way. At networking events you were attentive to others, while also willing to ask for help. Many people think only of their situation, not of helping others. Not you. You kept your eyes open for opportunities for your networking companions.

When people ask you for leads at companies of interest, you gave them the names of hiring managers in various departments. You became known as the “Connector.” Weeks later, you were happy to learn of one of your networking companions landing a position at a company, based on one of your leads.

You also networked in your community. Told everyone you knew that you were looking for a job and asked them to keep their ears to the pavement. Who would have known that your neighbor across the street would be the reason you landed your job?

He worked at one of your target companies and knew the VP of marketing and would deliver your résumé to him. Put in a good word. You were asked to come in to have a few discussions.

Read 10 ways to make a better impression while networking

4. You wrote killer résumés. Yes, plural. Because you tailored as many of your résumés as possible to each job, knowing that every employer has different needs. A one-fits-all résumé doesn’t work. In addition, you eliminated fluff from your Performance Profile. It’s better to show, rather than tell.

Most importantly, you packed a punch in your Experience section by listing accomplishment statements with quantified results. Results like, “Increased productivity by 80%” sounds better than simply, “Increased productivity.”

Using your network was key in getting your résumé into the hands of the hiring managers, such as the time your neighbor delivered your value-packed résumé to that hiring manager.

Read 8 reasons why hiring authorities will read your résumé.

5. You nailed the interviews at one of your target companies. There were five interviews for the job your neighbor led you to; two telephone, two group, and a one-on-one. You were prepared for each interview, having researched the company, the position, their competition, even the interviewers.

You used LinkedIn to discover who the interviewers were. One was a youth soccer coach, like you. Another had gone to your alma mater. And another was a veteran, so you were sure to thank her for her service. That went over very well.

After each interview you sent unique follow-up notes to every interviewer, ensuring that you mentioned a specific point of interest made by each one. You even sent a thank-you note to the receptionist. Smart move.

After 6 months, you received an email from the VP of marketing telling you they were offering you the position of marketing manager and were also exceeding your salary requirement.

Read 6 ways to interact with one of the most important people in the interview process 

6. Your work was not complete. You didn’t forget the people who helped you along the way, such as the person who helped you revise your résumé, the people with whom you formally networked, and certainly your neighbor who led you to your new job. They deserved thanks.

In the true spirit of networking, there were people who you could help in a more meaningful way, such as Sydney from your networking group who was looking for an engineering position.

There was a mechanical engineer position opening in your new company. You mentioned the position to Sydney and gave her a good word. Wouldn’t you know; you changed Sydney’s life for the better.

Read 6 topics to include in your thank-you notes.

I’ve heard many stories from my clients who have similar plots to this one. Their job search wasn’t easy. Their landing was well deserved. But they had to display EQ, do their research, help others, and be willing to help themselves. If you are dedicated to do the same, your job search will be shorter.

A portion of this post appeared in Recruiter.com

Photo: Flickr Marc Accetta

 

3 things to consider when an interviewer asks, “Why should we hire you?”

For many job seekers, “Why should we hire you?” is one of the most difficult interview questions to answer. Don’t take it from me – take it from my clients, who list this as one of the hardest questions presented by interviewers.

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I understand their concerns. To answer this question, you have to articulate what the interviewer is trying to ascertain. In addition, you have to make your answer relevant to the job at hand and demonstrate the value you’ll bring to the company.

In other words, you can’t use a canned answer for every employer with whom you interview.

The secret to answering this question is that you must address the three things employers look for in their employees. The first is that you can do the job, the second is that you will do the job, and the third is that you will fit in.

1. You Can Do the Job

Having the technical know-how is essential to performing the job and advancing in your career. That includes software and hardware proficiency, specialized knowledge, etc. However, transferable skills can be just as important, if not more important.

It’s imperative that you understand the job extremely well and can address the technical and transferable skills. You do not have to address every single skill in your answer, as that will take too long. Begin your answer with something similar to the following:

“I have a thorough understanding of the role and am confident I can meet the challenges it presents. For example, you require excellent leadership abilities, which I’ve demonstrated in every position I’ve had. You also need someone who can improve the visibility of your organization …”

You can cite additional examples. Just don’t belabor the point.

2. You Will Do the Job

The interview will also want to know if you’re in love with the responsibilities of the role and the mission of the organization. Will you work until the job is finished? Will you overcome obstacles?

Why you want to work for the company is another concern they’ll have. I tell my clients that no company wants someone who’s just looking for any job they can get.

Here’s an example of how you might address your motivation to do the job:

“This position presents an exciting opportunity to take on new challenges that I will embrace. I’ve always stood up to obstacles and worked to overcome them. In addition, I’ve researched this organization and am truly impressed with the product you produce and your mission of helping special groups.”

3. You Will Fit In

Whether or not you’ll be a good fit is a major concern many employers have, and it’s also a tough thing for you to prove. It’s all about your personality. A company doesn’t want to hire someone it will have to let go because the hire couldn’t get along with their coworkers.

Of the three components employers look for in their employees, this might be the most important. There are plenty of talented people out there who can hit the ground running, but not everyone can play well with their colleagues.

Your fit is difficult to prove without data or good recommendations from your references, but try to provide as much hard proof as possible:

“In my performance reviews, I’ve always scored high on interpersonal skills. I know the clients you serve; it will require excellent teamwork in order to serve them effectively. If you ask my former colleagues and supervisors, I’m sure they’ll tell you how I’ve pitched in when needed and without being asked.”


Tying It All Together

Explain how you’ll exceed the employer’s needs based not only on being able to meet the three major components, but also by emphasizing how you will be integral to the success of the company. Going into the interview, know how important your role to the organization is:

“The next marketing specialist you hire will be crucial in creating a strong presence in the direct community and beyond. I can assure you, based on my experience with doing this, I am your person. This is ultimately why you should hire me.”

Learn how to answer other tough questions like:

“What is your greatest weakness?”
“Tell me about yourself.”

This post originally appeared in recruiter.com.

Photo: Flickr, Enri Endrian

7 steps to successful salary negotiations

The interview went extremely well. So well, in fact, that the hiring manager has offered you the position and then says, “What I need to know now is what is your salary requirement?”

negotiating-salary

Wow, you think. You were fairly sure you’d be offered the job, and that’s a good thing. However, you aren’t ready to have the salary conversation just yet. But the interviewer is looking at you with expectation. Surely you have a salary in mind.

All too often, people freeze when asked about salary expectations, or they quickly throw out a figure. This can lead to candidates asking for too much and pricing themselves out of consideration or asking for too little and settling for an unsatisfactory salarie.

If you want to ensure you get a fair salary and benefits package, follow these steps:

1. Start off on the right note

You probably think your résumé is the first contact you have with an employer, and that is usually the case. You submit a strong résumé that shows the value you’ll bring to the employer. It is loaded with relevant accomplish statements and tailored to that particular job.

But here’s a better first-contact scenario: You find a contact within the company who can lead you to a decision-maker. You and the decision-maker have a few very productive conversations during which you’re able to sell yourself face to face. Eventually, a position becomes available. By then, you are already considered a shoo-in for the role.

2. Do your homework

First, you must determine the salary you’re able to live on. Next, you determine what you’d consider your “dream salary.” For example, maybe you can live on $80,000, but you’d be ecstatic with $90,000.

It is important to be realistic about your value in the labor market. There are tools out there that can help you with this, such as Salary.com.

The second piece of your homework requires determining the employer’s budget, or what it can pay. Networking with people within the company will play a huge part in understanding what the employer can pay. However, if you can’t do this, Glassdoor can be of some assistance.

3. Sell yourself during the interview

So you’ve set the stage by networking and having a series of meetings with the hiring decision-maker, or you’ve submitted a strong, tailored resume. Congratulations – you landed an interview! It doesn’t end here, though.

You will continue to sell your value throughout the interview process. Your job of selling yourself will be easier if you understand the employer’s pain points. Are there lagging sales? Inefficient processes? Poor communication within departments? Enormous waste? Hint: during the first stage of the process, you should ask the right questions to determine their pain point.

Loaded with this information, address these pain points whenever you can during the interview, thereby showing you understand the needs of the employer and that you can meet them.

 4. Ask for the employer’s range

Now that you’ve determined your needs and the employer’s budget, you are at a stronger vantage point for the salary negotiation. But before you engage in a negotiation, it’s important to realize two things: one, employers expect you to negotiate; and two, you are the one they want – and for this reason, you have more leverage.

The first step in responding to the employer’s query regarding your salary expectations is to ask for the employer’s range. Employers will generally disclose their ranges, but keep in mind that the numbers they offer are usually within their first or second quartiles.

For example, if the employer provides a range of $80,000 to $90,000, chances are the real range is $80,000 to $100,000. Based on your research of the company, the employer’s range should be approximately the range you expected.

Your next step is to offer a range of your own. Your range should exceed the range given by the employer. You might give $92,500 to $94,500, for example. The lower figure would be your anchor. An anchor is a number that focuses the other negotiator’s attention and expectations, so make sure it’s a salary you’d be happy with.

Note: Some active job seekers might feel uncomfortable going beyond the employer’s high end, for fear of not getting the job. I still advise stating a range beginning within their range and ending beyond their highest figure. An example might be $88,000 to $92,000.

5. Back up your expectations

You aren’t justified in asking for a salary higher than the employer’s offer unless you back your request up with facts and figures. Focus on the pain points and illustrate how you can alleviate them.

You may reply with, “First, I’d like to tell you that this job interests me very much. I will be committed to it and the company, if we can be closer to the $92,500 to $94,500 range. I know your sales department needs someone to infuse motivation into it. I want to remind you that I was able to increase sales by at least 85 percent at my last three companies. Further, I will bring in four times the salary you’re offering. I’ve also contributed to my previous positions by presenting at the AA-ISP’s Inside Sales conference. I can bring more visibility to the company. Are we on the same page?”

6. Remember the Benefits Package

You may come to a standstill during salary negotiations. When this happens, the best recourse is to divert to benefits. Many people don’t realize that benefits, such as vacation, flex time, and stock options, can be negotiated. Remember, it’s not all about salary.

For example, “I understand there are budget constraints, so I’d like to talk about vacation time. Where I last worked, I accumulated five weeks of vacation. You’re offering two weeks. If we could agree on four and a half weeks of vacation, I’d be happy accepting your offer.”

7. Ask for time to consider the offer

Congratulations, you negotiated the salary you wanted, but they weren’t as generous with the vacation you wanted. Tell the employer you’re happy that you’ve come to a satisfactory figure, but would like some time to think or talk with your spouse about the whole package. Assure them that you’ll call them within 24 hours.

Perhaps the employer wouldn’t budge on the salary but can offer you the additional two and a half weeks of vacation you asked for. Again, ask for time to think about the whole package.

This is normal procedure with most job offers. Employers want you to be certain that you’ll take the job. But there are two reasons why you ask for time. First, this is a huge step; you want to make sure you’re making the right decision. Second, this will give the employer time to reconsider (it worked for me).

When you call the employer take the time to ask them how they came to their decision and ask if you can revisit the salary or benefits. Hopefully they’ll be amenable to your request, but if not, give them your answer.


Negotiating salary can be stressful. It’s important that you view it as a business transaction, not a confrontation. Always keep a level head and try to smile during the process. And if one company can’t meet you where you want to be, remember that there will be other offers from employers who will be able to accommodate your needs.

Photo, Flickr, bm_adverts

Don’t take the telephone interview lightly; be prepared for 4 potential problem areas

 

Recently a former customer of mine told me he was offered an engineering position. He was extremely happy about getting the job and thought he’d enjoy working for the company. I noticed some hesitation in his voice.

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It took five interviews before he was offered the job. These interviews were all conducted over the phone—he never had a face-to-face. This is why he seemed ambivalent about his new position.

If you think a telephone interview isn’t a real interview, you’re sadly mistaken. Telephone interviews are generally thought of as a screening device, but they carry a lot of weight and, in some cases, they’re full-fledged interviews. Often times job seekers don’t take the telephone interview seriously, and this is a huge mistake.

This is the type of response I sometimes get from my workshop attendees when they tell me they have a telephone interview, “It’s just a telephone interview. I hope I get a face-to-face.” I tell them to prepare as hard as they would for a personal interview. Don’t get caught off guard.

Yes, the face-to-face is the next step, but you can’t get there without impressing the interviewer on the other end of the phone, whether she’s a recruiter, hiring manager, HR, or even the owner of a company.

Generally the interviewer is trying to obtain four bits of information from you, areas to which you can respond well or fail.

1. Do you have the skills and experience to do the job? The first of the interviewer’s interests is one of the easiest to meet. You’ve applied for a public relations manager position that’s “perfect” for you.

You have experience and accomplishments required of a strong public relations manager. Your communications skills are above reproach, demonstrated by excellent rapport with the media, business partners, and customers.

In addition, you’ve written press releases, customer success stories, and assisted with white papers. You’ve added content to the company’s website that even project managers couldn’t supply. One of your greatest accomplishments was placing more than 50 articles in leading trade magazines.

2. Are you motivated and well liked? Your former colleagues describe you as amiable, extremely goal oriented, and one who exudes enthusiasm. The last quality shows motivation and will carry over nicely to your work for the next company. You’ve done your research and have decided that this is the company you want to work for; it’s on your “A” list.

When the interviewer asks why you want to work for the company, you gush with excitement and feel a bit awkward telling her you love the responsibilities set forth in the job description.

Further, through your networking you’ve learned about the corporate culture, including the management team. You tell her it sounds a lot like your former company and will be a great fit.

3. Why did you leave your last company? This one is tough for you, because even though you were laid off, you feel a bit insecure and wonder if you were to blame. But of the three reasons; you were laid off, you were let go, or you quit; this is the easiest to explain.

Your company was acquired and there would be duplication with the marketing department that exists for the company that bought yours. You keep this answer brief, 15 seconds and there are no follow-up questions. You’re doing great so far.

4. What is your salary expectation? “So Bill, what are your needs?” The question hits you like a brick. “Excuse me,” you say. “What do you expect for salary? What will it take to get you to the next step?” the interviewer says. Your mind goes blank. You’ve been instructed to handle the question in this order:

  1. Try to deflect the question.
  2. If this doesn’t work, ask for their range.
  3. And if this doesn’t work, give them your range.
  4. When all else fails, you cite an exact figure based on your online research and networking.

You’ve forgotten everything your job coach told you and blurt out, “At my last job I made $72,000.” But this isn’t the question asked. The interviewer wants you to tell her what you expect for salary, not what you made at your last company. “Is this what you had in mind?” you timidly say.

There’s a pause at the other end, and finally the voice thanks you for your time. She tells you if you’re suitable for an interview at the company, you’ll be notified within a week. She says it looks promising for you….

But you know right then that the position hangs in the balance. You’ve spoken first and within 10 seconds said something you can’t take back. You were prepared, but not prepared enough. You didn’t think this interview counted; you’d do better at the face-to-face, if you get there.

Photo: Flickr, Dwight Anthony

3 major Skype interview tips you must know

for skype

As my second daughter prepares to go to college in Maine, my wife and I are figuring out how we can see her frequently. The solution that comes to mind is Skype. How does our concern about communicating with my daughter have anything to do with the job search?

The future of job interviewing may very well be Skype or some other video interviewing software. If you’re a job seeker and haven’t had a Skype interview yet, chances are you’ll have one soon.

Following are important facts and tips concerning this form of interviewing.

Why do companies conduct Skype interviews?

One reason companies use Skype is because it saves time and money. Instead of having job candidates come in for in-person interviews, companies can put the candidates through the drill over computers, tablets, and even smart phones.

An interviewer can see the candidate’s nonverbal clues, such as body language and facial expressions. Does the person come across as relaxed or nervous? Are they maintaining eye contact? Do they look and sound enthusiastic? More so than a telephone interview, Skype is more personal.

One of my close connections, Angela Roberge, recruiter and owner of Accurate Staffing, says this about Skype interviews: “We are in the people ‘business,’ so face-to-face interviews (including Skype) can help you assess the candidate on their ability to present themselves.”

A negative aspect of Skype interviews is their use for discriminating against candidates based on their appearance, including age, race, nationality, etc. Unfortunately the isms exists. On the other hand, interviewers are naturally curious and simply want to see a person before inviting them in for an in-person interview.

A nasty trick an interviewer played on one of my career center customers was turning his camera off, while my customer had to keep hers on. He could see her, but she couldn’t see him. My response to this was to end the interview immediately.

How seriously should you take them?

Do you take pneumonia seriously? This answers the question. In some cases you could be hired after only being interviewed via phone and Skype, particularly if this precludes the need to fly you to meet with someone at the company.

In essence, treat your Skype interview as you would an in-person interview. This means conducting rigorous research on the position, company, and industry/competition. Make sure you’ve memorized your research, as you don’t want to be caught looking to the side at your notes.

Make sure you’re prepared for the difficult questions. A a telephone interview, when the salary question and a rundown of your qualifications to do the job will take place, will most likely precede a Skype interview.

So during the Skype interview you’ll receive behavioral-based and situation questions that will be more challenging. Your response to the answers will have to be delivered as well as if you were in an in-person interview.

As well, your physical reactions will be gauged by the interviewer in terms of your facial expressions and body language. Will you squirm when answering the weakness questions? Or will you answer it with little emotion? Remember, interviewers are watching you.

Logistics of a Skype Interview?

Along with treating the Skype interview seriously, you must make sure your setting and camera are set up for the best possible conversation. As simple as this may sound, improper lighting, sound, and other logistics could blow the interview.

  • Make sure you’re on time for the interview. Discuss with the interviewer who’ll be calling, them or you, and make sure you’re at your computer.
  • Be certain that you’re dressed as if you are attending an in-person interview. Some say you can dress well from your belt up only, but what if you have to get something during the discussion? The fact that you’re wearing pajama bottoms will not bode well.
  • Make sure the connections is strong. I Skyped with a client in St. Lucia and we had to reconnect a number of times. If you have a weak Internet connection, this could cause problems.
  • Your computer’s camera or webcam needs to be eye level; that’s what you’ll be looking at, not the interviewer’s face. Place your laptop on a platform that makes the camera eye-level.
  • Your background should be clear or have very little on the wall. Make sure it’s not cluttered, which can say something about your personality or that you were too “busy” to tidy up.
  • Sound quality is also important. If you’re in an open room, there may be an echo that is quite noticeable. The more objects in the room the better, as long as they’re not visible to the interviewer.
  • Background noise is a no no, just as it is with the telephone interview. Be free of any distractions to you and the interviewer. Your children fighting in the other room can be heard, as well as a loud telephone.
  • Lighting is perhaps the most overlooked aspect of a Skype interview. Here are some pointers: Have your laptop facing a window, not behind it. Lamps placed below you will cause an eerie appearance.

What this outstanding video of the logistics of a Skype interview. http://tinyurl.com/zby4u6n


As said earlier, Skype interviews are becoming more common; so you need to be prepared. I suggest you take some time two nights before the interview to set up an account and practice Skyping with a close friend or relative to make sure things go smoothly.

When my daughter goes off to school, my wife and I will Skype her. We’ll be able to hear how things are going in Maine, as well as read her facial expressions; much like interviewers do with candidates.

Photo: Flickr, Aleta Pardalis

10 reasons why you’re not a fit for the job

Nervous Candidate

And you’ll never know which one.

“You aren’t the right fit.”

This is the default answer recruiters and hiring managers give job candidates when the hiring manager (HM) doesn’t hire them. But it’s as vague as the answer my son gives me when I asked how school went. “Fine.”

Though you may never know why exactly you weren’t hired, keep in mind that it may not be something you did wrong. You didn’t screw up the interview because you said your greatest weakness is you don’t spell well. Or you couldn’t come up with a story about when you saved a project from failing.

No, there were other reasons why you weren’t “a good fit.” Here are some possibilities:

You’re not a purple squirrel. This is a term to describe a candidate who has 15 out of 15 qualifications for the job, which is nearly impossible. Of if you have all the qualifications, there’s something else you lack.

Perhaps you don’t have the personality the HM is looking for. Don’t worry if this is the reason, because the position will remain open forever, or at least until you find your next job.

You’re too old. Sadly—a word my daughter likes to use—this is a fact of life. Some, not many, HMs look at age as a reason to disqualify candidates from consideration. They’re ignorant to the value of the mature worker.

The major concern is money, or output, or flexibility. You did your best to dispel theses bogus reasons, so move on to employers who value you for your extensive experience, maturity, dependability, etc.

Legitimate reasons. Legitimate reasons such as relocation, compensation, or other financial issues. Hiring a candidate is a business transaction, so if you’re going to put too much of a dent into the company’s pocketbook, there’s only one solution—the company ends the business transaction.

Or you just don’t make the grade, whether it’s because you lack the technical skills or you don’t have the personality for the work environment—no fault of yours.Trudge on to the next opportunity with lesson learned.

They went with someone inside. It’s not uncommon for a company to advertise a position even when they have an internal hire in mind. But the company wants to make certain that they hire the best possible person, so they test the water and conduct a traditional search.

You’re better qualified but not as well known as their internal candidate. As well, the company is fostering good will among its employees. Unfortunately, some organizations will hold interviews, despite knowing they’ll hire from within.

You’re too good. Many job seekers have told me that the hiring manager who interviewed them was less knowledgeable; that they could do the HM’s job. This was apparent the minute the conversation began.

Understandably the HM felt insecure, harboring “you’ll-take-my-job” feelings and decided to go with a safer, less qualified candidate. Perhaps one of the other candidates the recruiter sent to them for consideration.

Hiring managers are sometimes incompetent interviewers. Many HMs aren’t trained to conduct interviews to capture the most complete candidate. Their priority is usually hiring someone who has the best technical qualifications.

In finding someone who can handle the responsibilities in their sleep, HMs neglect other important aspects of the job—motivation to do the job, and being able to work with other.

Unfortunately hiring managers make decisions based on personal biases. Nepotism is one blatant reason why people are hired for a position. One of my customers was told she was being let go so the owner could hire his cousin. He actually admitted it to her.

And there’s always a candidate’s appearance, attractive or not, that may come in play. I remember working at a company where the director of sales coincidentally hired beautiful, incompetent women. It was a running joke among the employees.

You’re brought in for the wrong position. Has this happened to you? You applied for a particular position but are surprised to learn that the questions being asked are not ones you prepared for.

Job responsibilities change midstream possibly because the HM is new and has other needs she needs met. This can throw anyone off their game, so don’t sweat it if you don’t do as well as you’d like at the interview.

Sometimes hiring managers don’t have a choice. As a favor to a “friend,” an HM will have to hire someone who most likely isn’t qualified. This is the most bogus reason, in my mind, especially if there are qualified candidates.

Usually this is a strong suggestion from someone higher up in the organization, and there’s not much an HM can do about it, except to argue against hiring someone who isn’t a fit for the position. This comes at great risk to the HM and is probably not worth it.

Okay, you didn’t do too well at the interview. But this doesn’t mean you were wrong for the position. There are times when job candidates are not on their A game, when they don’t answer the tough questions or show enthusiasm for the position or company. It happens.

This can explain being the wrong fit; a poor performance at the interview. It’s time to move on to the next position. (The good news, if you’re dying to work at a particular company, you can apply for other positions, interview with other HMs, and quite possibly get a job.)


What we’re left with after a candidate isn’t hired for one, or many, of these reasons mentioned above is a disheartened job seeker; a recruiter who won’t receive her bonus; and an HM who hopes he has hired the ideal person for the job.

There’s only one winner out of the possible hundreds of candidates in the process. I’m not stupid enough to believe telling you the reasons why you didn’t get the job will provide you any solace, but hopefully you’ll understand that you’re not to blame.

Photo: Flickr, bm_adverts