How to answer ‘Why Do You Want This Job?’ Interview Question #shorts
People who will achieve results on your team have typically already had success before in not just one of their previous positions—but all of them, from internships on up. As Jennifer Fremont-Smith, CEO of Krash and a serial entrepreneur who has hired many GSDers in her day, told me, “I look for people who have an over-developed sense of responsibility—it doesn’t matter what the job is—I’m looking for that person who sees something that needs doing and feels a personal stake in doing it and doing it right, quickly.” In other words, someone whose resume shows a heavy lineup of achievements is likely to make a big impact no matter where he or she is.
It’s a simple fact that proactive people use action verbs and terms when communicating what they can do, both in person and in writing. Look and listen first for “I:” GSDers do things on their own, not as a “we.” Then, watch for action terms like create, produce, influence, accomplish, and lead. If you come across resumes, cover letters, portfolios, and social media profiles with passive or lackluster language (like assist, help, or aid), your non-GSD radar detector should go off. GSDers typically know how to impress on paper—before they even walk through the door.
If candidates have a real sense of urgency and commitment to your organization, it should be no more than 48 hours before you receive a fantastic follow-up email or creative response. Frankly, anything less is a red flag! What’s more, the response won’t be canned, but instead creative, passionate, and specific to what you discussed. Fremont-Smith mentioned strong, creative, and thoughtful interview follow-up is often a predictor of who will be passionate, motivated GSDers: “The most motivated employees have specific feedback, suggestions and follow-up ideas.”
Finally, check three references: two past managers and one peer. Ask them similar questions to ensure you’re getting the same types of response (i.e., that this person hustles). I suggest asking questions around specific projects, time management, delivery of work, and examples of a time the candidate over-exceeded expectations. If you don’t get passionate responses from all references, that should raise another red flag. First of all, GSDers are smart enough not to give you a reference who won’t speak favorably of them—and for the best candidates, their references will rave about them to the point you have to cut the phone call off.
An individual who gets stuff done quickly, efficiently, and without first being asked or needing his or her hand held.
It’s always inspirational to come across a sales associate who is self-motivated and having a candid interview with such a person is refreshingly informative.
The best way to interview a sales marketer is to focus on the innate qualities that keep them attracted towards their work. Specific competencies are definitely required for effective sales performance and it’s interesting to know about them. Here are some traits and relevant questions to assess these hustlers between the work-mules:
No matter how good your selling skills are, you will not succeed in the long run until you are fully aware of your strengths and weaknesses. Great salespeople introspect to find out how they can improve their craft and capitalize on their strengths to maximize their numbers. Harnessing the power of positive emotions helps a salesman to nurture a better relationship with clients and to succeed in the face of challenges.
I’d be a millionaire if I got a penny for every time I heard “a great sales person needs to be a hustler”. It’s not that I don’t agree, my point is that nobody tells you how to spot that authentic hustler amongst the many applicants who apply for sales roles!!
A sales star or hustler is more often than not — “extremely productive”, and we all want such people, don’t we?
6. Interpersonal skills – Tell me about a time you had a serious conflict with a co-worker. How did you handle the situation?
Behavioral questions, where you ask, “Tell me about a time when…,” are very effective. The job candidate won’t be able to prepare beforehand, so you’ll likely get a genuine answer that’s not coached.
It’s all about having the right person in the right job. With a few tweaks of your interview style, you may not have such a hard time finding your next great employee.
8. Leadership – Tell me about a time when you had to inspire or energize an unmotivated individual or group? How did you do it and what was the result?
To figure out the ideal competencies, look at your high performers. What do they have in common? What is it about their work that shows you they’re a good fit?
You finally have received that awaited call for a job interview. The next step is to prepare yourself for the interviewing process. But what if despite all those days or weeks of training and career advice reviewal you are still fearing any curveballs. Fear no more, here are some useful tips for handling these kind of surprises and some tough interview questions which may arise in different categories and aspects of your life:
FAQ
What are the 10 most common interview questions and answers?
- Tell me about yourself.
- What attracted you to our company?
- Tell me about your strengths.
- Tell me about your strengths.
- Where do you see yourself in five years?
- Tell me about a time where you encountered a business challenge?
What are 15 good interview questions?
- Prepare.
- Practise.
- Present.
- Participate.
What are the 5 questions target ask in an interview?
- Tell me about yourself.
- Walk me through your resume.
- How did you hear about this position?
- Why do you want to work at this company?
- Why do you want this job?
- Why should we hire you?
- What can you bring to the company?
- What are your greatest strengths?
