You know you want a job. But do you really want just any job. let’s turn to what the hiring manager wants from the Employer, even if the job ad never mentioned it . When you think of the needs of hiring managers, you probably tend to think of just their immediate need to get a warm body to fill a seat. Isn’t that what the job ad and the HR recruiter said? Not true. Though filling an immediate opening is at the top of the manager’s mind, there’s a lot more happening under the surface. Your technical capabilities will definitely contribute to getting the job, but there are many competent techies out there who have sent out hundreds of résumés without a single job offer in hand. So what’s the secret?
First of all, the secret is really in what’s never expressed verbally by either the recruiter or the hiring manager.
Fact! Employers hire solutions, not people.
All hiring managers have four basic needs that must be met before they hone in on the perfect candidate. These needs drive the way they make their hiring decisions. By preparing to address these needs, though, you can make an impression and stand out among the other hundreds of candidates. The basic needs are:
- Can you do the job?
- Will you stick around?
- Will you fit in?
- What will you cost?
Can You Do the Job?
This is the easiest part to prepare for. After all, you have the job description. You know you have experience in the required. But what about using your known technologies to build a business-to-business solution. Do you have experience there? Determining whether you can do the job means understanding the technology, the company, the industry, and the position. This means doing some research.
As you begin your search for the right organization, start thinking about the experience you have, both basic technical experience and the specific projects where you applied that technical experience. Hiring managers want to know whether you’ll be able to apply your technical skills to their particular challenge. You can tailor how you present your experience so that it’s easy for the hiring manager to see you solving their challenge, meeting their requirements, and fitting in with their existing team.
Will You Stick Around?
According to a study the average cost of hiring a new employee is approximately $8,500. This doesn’t include the amount of time managers spend away from their regular responsibilities recruiting and interviewing. Add to this relocating, training, and breaking in a new employee and we’re talking about a very expensive proposition. Each day that a new employee spends on the job represents an investment for the organization. No employer wants to see his investment evaporate after only a few months. So another characteristic is that you convey an impression of stability and commitment
Will You Fit In?
Great, you scored a 99% on your assessment exam. You’ve proven you know what you’re talking about. But all of your answers have been provided as one-word responses. As the hiring manager tries to draw out a little more information from you, you stare back at him, as if questions like why you got into programming are none of his business. Not good. Though you’ve passed the technical competency part of the interview, you have just failed the social competency part.
You’ve got to keep in mind that you’re going to be part of a team. You’re not going to get the job unless that team thinks they are going to be able to work with you. Remember, they already work there. You’re the outsider. Some of the things they look for are similar personalities, work ethics, dedication, desire to be on the technology leading edge, same processes, and so on.
If you have 20 years experience as a project manager and you’re interviewing for a company with a relatively new (and young) development team, you’re probably not going to fit in. They may not be ready for the processes and structure. There’s nothing wrong with this. It’s better to learn it right up front than after you’ve quit your old job and moved your family across country.
What Will You Cost?
Your cost goes beyond your salary. It includes the amount of training you will require, the amount of time it will take you to learn the industry and the business processes, and also the project at hand. It also includes benefits, relocation, and other perks. Salaries have actually stabilized in the last year. Hiring managers are being much more discriminatory about the benefits they provide.
If you want to stand out in the hiring manager’s mind, focus on presenting the value you bring to the organization. Emphasize that you bring a quick ramp-up to the job because you’ve worked for a competitor or worked on a similar project using the same technology.
Haja is currently working in a multi-disciplinary role that combines programming including, SAP Administration, Network Management, and System Administration. He is passionate about Technology and this blog is his platform for sharing his ideas. If you like this post, Please leave a comment. And if you have any queries, mail to help @ bench3 . com
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