The most important factor in securing a job offer

THE INTEREST LEVEL & LIKABILITY FACTOR

By: John Karras, President, Job Transitions, Inc.

The Interest Level and Likability Factor are qualifications many people overlook when contemplating what companies look for in making hiring decisions.

Interest Level – During my career, I have gained quite a bit of feedback from company recruiters on why candidates get screened out during the interview process. One reasons they screen people out is that the candidate did not seem interested in the position. During the course of the interview, many people over-emphasize where they want to be in three to five years. This can be a mistake! Although personal growth and advancement are important, and you do want to talk about it, you should not over-emphasize it to the point where the decision-makers feel you are more concerned with the future than with the job at hand.

The company is not going to run the risk of hiring someone who may be a little unhappy until they get a promotion into the three to five years growth position. This is what creates turn-over. The hiring company will spend their time and money training you for one or two years, but then you can get this three to five year position faster by going to another company.

Some people ask me how to respond if the company directly asks, "Where do you want to be in three to five years?" In this case, the candidate should emphasize interest in the organization as a whole, with specific interest in the position that they are interviewing for today. A response such as the following:

 "I am very impressed with the information you have told me so far about your organization, and I am very interested in this position we are talking about today. However, I am not that familiar with your company's organizational structure. Could you tell me, if I accept an offer for this position, what growth opportunities will be available in the future? That is probably where I will want to be."   

A response like that will indicate that you are interested in growth and advancement; but right now, you are interested in securing an offer for the position that is open today. It will also require the company interviewer to supply you with additional information on the company and the growth potential for the position. This could prove to be valuable information for you in deciding whether or not to accept an offer.

It is important to consistently demonstrate a genuine interest in the position throughout the interview process. Even if negative information arises, particularly early on, maintain a positive and engaged demeanor. Pursue the opportunity and remember that you retain the option to decline an offer later. Occasionally, job seekers encounter information during interviews that may initially seem discouraging. It is crucial to remain composed, as both verbal and non-verbal cues are quickly noticed by interviewers. As the conversation continues, more favorable details may emerge, potentially changing your perception of the role. However, decision makers often cite a perceived lack of enthusiasm and interest  as the reasons for not extending an offer to well-qualified candidates.

The bottom line is that sustaining genuine interest in the position is essential to success during the interview process.

Likability - I have conducted workshops and individual advising sessions with hundreds of people. One of the first questions I ask during these sessions is the following:

 "What is the most important thing you would look for in a candidate if you were responsible for the hiring decision?" You are the final decision-maker on who gets the job.  

Try asking that question to ten people. How would you answer that question? I think you will find that most people will NOT say specific job experience! If someone does answer the question by saying job experience is the most important aspect they would look for; ask this follow-up question, "You have interviewed a candidate who has 100% of the job experience you are looking for, has virtually everything you want. However, during the interview process, for whatever reason, you find that you do not like this person and would most likely not fit into the company culture or be a good team member. Would you still hire this candidate?" Most people will say "No." 

Most of the time, the feedback I receive on this question is that they would look for qualities such as the following:

·         Leadership skills

·         Interpersonal & Communication skills

·         Problem solving skills

·         Organizational skills

·         Culture fit

·         Motivation 

·         Adaptability  

·         The ability to learn new ideas quickly.

People tend to like leaders, like a good team member, like problem solvers, like dependability, and like people with good communications skills.  Of course, your own personally comes into play as well, but you can start building likability even on your resume.

Looking for a new job or #career change? With a 5-Star Google ranking based on client evaluations, every resume we touch is tailored to tell your story and get results. Book a free resume review and consultation. www.jobtransitions.net.      

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