How To Get The Job Offer


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You got the interview, now, how do you get the offer?!

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How To Get The Job Offer

  1. 1. HOW TO GET THE JOB OFFER By Linda J. BaughCongratulations, you got the interview! Now, HOW DO YOU GET THE OFFER?!Simply stated, a person is hired when they have what the employer wants. What does anemployer want? It may not be what you think! In a speech given in Phoenix, Arizona, nationalcareer and job search consultant, David Swan, presented a list of employer wants. Since then, Ihave added some factors to the list from input obtained from local employers. Here’s the currentlist of what employers want:  A person who wants to work.  A person who wants to work at my company.  A person with a good attitude and few problems of his or her own.  A person whose experience can be used on this job.  A person who is dependable.  A person who enjoys what they do.  A person who can solve a specific problem (or problems) for the employer.When interviewing for a job, how do you convey that you have what the employer wants?Prepare for the interview by researching the company and the industry, including the company’smarket competition. Via Google, LinkedIn and other resources find out about the background ofthe people who will be interviewing you, how long they have been at the company, what schoolsthey attended, and where they have been in their careers.In the interview, talk about what you have learned and why you would want to work for thiscompany. For example, in the waste management business, companies like Republic Servicesand Waste Management vie for waste removal contracts in the Phoenix area. A personinterviewing with either company needs to be able to state why they wish to be associated withone or the other – it could be because of a commitment to recycling, company growth,international expansion, safety record, etc. Remember, employers want to hire someone whowants to work at their company.Speak positively or not at all about past employers. In fact, make it a rule to utter only positivestatements throughout any interview. Employers want to hire a person with a good attitude andfew problems of his or her own. Any negative statement, no matter how true, reflects on you. © Linda J. Baugh 2011 480-686-8230 Page 1 of 3
  2. 2. If you were let go by a former employer, even as part of a massive layoff, you will have feltanger; but do not talk negatively about the boss or company or share any of the details about thepoor management, etc. Instead, prepare a statement to use when asked, “Why did you leave yourformer employer?” (And you will be asked!) Make this statement brief and positive.For instance, an engineer who was laid off after 17 years with an aerospace company said in aninterview, “I enjoyed my career with the company. I had the opportunity to build a great designteam that produced excellent products. I was sad to leave and to see how the economy had putthe company in the position of having to lay off so many good people. However, in the past fewweeks, I have had the opportunity to find out more about what you are doing here at ABCCompany, and I am eager to talk with you about the projects you need a good Design Engineerto manage.” This message also conveys that the engineer enjoys what he does!Employers want to hire a person who can solve a specific problem or problems. Find out whatneeds to be fixed. Ask the interviewer, “If you could choose one problem to be solved, or oneimprovement that could be made in the department, what would that be?” or “If I were to start inthe position next week, what would be the first problem or project that you would want me totackle?”What about your experience, education and skills? Shouldn’t these be the most important factorsin a hiring decision? Not necessarily; aptitude and attitude coupled with transferable skills canhelp you get a job in a different industry.Employers want to hire a person whose experience can be used on this job. In today’stumultuous economic times, many experienced managers cannot find jobs in the industry inwhich they worked the past 10-20 years. For example, top national retail chains, such asbooksellers and “big box” retailers have closed stores, cut levels of management, and filed forbankruptcy protection. The displaced managers and executives need to be able to communicatetheir skills to other industries that may be totally unrelated to the retail business. One of the bestways to do that is to utilize situational anecdotes and examples that show transferable skillsduring the interview.Describing how one initiated and placed systems that reduced inventory, or decreased employeeturnover, or improved collections, allows the interviewer to visualize you doing the same thingfor his or her company.Employers want to hire a person who wants to work and is dependable. Arrive on time for theinterview. Look good, be alert, make eye contact, give each person you meet a firm handshake,smile, show enthusiasm and interest for the job and the company. Send a follow-up letter thesame day as the interview. Ask for the job. © Linda J. Baugh 2011 480-686-8230 Page 2 of 3
  3. 3. Try some of these questions or statements at the end of the interview:  This position sounds like just what I have been looking for. How do you see my skills being used in the job?  I am very interested in working for you as Purchasing Manager, and I would be able to quickly assess the feasibility and cost of implementing the new system.  I really like what I have heard about the company and the position. How do we proceed from here:  I understand that you will be referring the top three candidates to the General Manager for a second interview. I would like to be one of the three.  From everything we have discussed, I am very interested in being part of your team. I could be available to start work on Monday, (month and day).By paying attention to what employers really want in making a hiring decision, you can greatlyincrease your ability to generate job offers. Remember, if you don’t have a job offer, you don’thave a decision to make! About the author: Linda Baugh is considered one of the top job search and career experts in Arizona. For three decades she has been facilitating successful career transitions of professionals and executives into new jobs, careers, and business ventures. The author of dozens of career and job search articles, she is a sought after speaker for professional associations and alumni groups. Her no-nonsense message is about results: getting interviews and job offers, period! Linda can be reached at 480-686-8230. © Linda J. Baugh 2011 480-686-8230 Page 3 of 3