While it is certainly a plus when the candidate you are interviewing has a 1:1 skill set match for the position you are looking to fill, don’t let that conversation dictate the entire interview. Equally, or perhaps even more important to hiring the most ‘skillfully’ qualified person is hiring someone with the right ‘soft skills’ who will fit in well with your company’s overall values and culture.
So…… you have just landed an interview for the perfect position at your dream firm. You can feel it in your bones that THIS is the perfect job opportunity for you. And, even more exhilarating, that YOU are the perfect candidate for the job.
Your skills and experience allow you to check off every box in the job description requirements (at last!! … Every. Single. One.).
Perhaps the most important thing to remember when going into an interview is that the hiring manager wants to hire you. They already think your background and skills are a fit, at least on paper and they now want to confirm whether or not you will be the right fit by conducting the in-person interview…
We always recommend having at least 5 questions prepared to ask the hiring manager during your interview. These can be questions about the position, your boss, or the company.
During the interview, you can expect to get some curveball questions that may catch you off guard. We call these types of questions behavioral interview questions. What the hiring manager is looking for is a better understanding of how you perform under pressure, your character, and your integrity.
It can be unsettling to leave a job interview wondering where you stand with the hiring manager. Luckily, there are techniques you can use to close an interview…
Having an exceptional resume is only a start. A great resume may get you an interview but it will not get you the job. Employers use resumes as a front-end screen of a candidate’s education, skills and experience to decide who they want to bring in to interview.