Why LinkedIn doesn’t work with a lot of people – News Couple

Why LinkedIn doesn’t work with a lot of people

The entire job search process has changed a lot in the past few years. But at the end of the day, one thing hasn’t changed at all: You can only get a job offer as a result of your performance in a job interview. However, if you don’t have a basic understanding of who is actually getting job offers, it won’t make a difference if you get five or 50 job interviews. It will be difficult to get a job.

Here’s an insight into how hiring managers make decisions…

How do hiring managers make decisions in the interview process

When hiring managers sit together to determine which candidate gets a job offer, the decision is unlikely to be made based on any candidate’s education, qualifications, work experience, or challenging skills. Sometimes one or more of these can play a role in breaking a tie between two great candidates, but that doesn’t happen very often.

Here’s the truth: some people who are clearly less qualified than you get the job offer.

In an effort to be the most impressive candidate, many online job seekers search for the most common interview questions and then spend the time gathering their best stories so that they can provide great answers that show they have the skills to do the job. But by the time you get past the phone interview (and especially when you get to the second interview and beyond), it’s not really about whether or not you meet the requirements set out in the job posting. You have already been determined to be sufficiently qualified.

Pulling out your best stories is a good idea, but it skips a key element. Hiring managers don’t just want to know what you did in previous jobs. They also look closely at how you can do this. Hiring managers are very interested in knowing who you are as a person – your work ethic, your behavior, your work style, your skills at work, and whether or not you will fit into and be a great strength of the workplace culture.

Who gets a job offer?

If two managers are trying to make a hiring decision, the following is a representation of a typical conversation:

Director 1: “Wow! Mike has 10 years of experience and a master’s degree, but I liked Jeff the most. Wasn’t this a great interview? He doesn’t have the experience but he has the passion, great attitude and drive we need here. And he has a lot of great ideas! His enthusiasm was contagious! I felt that Mike He sees this job as just a way to get paid. I also felt he might resist our way of doing things. Wasn’t he looking good in his ways? I thought he might be exhausted or something. I think I could get Jeff up to speed in no time. Staci is fine too, but I’d say we go with Jeff.”

Director 2: “I agree. I admit, I’m a little worried that Jeff only has three years of experience since we decided we needed someone with at least five. But he seems to really know his stuff, so I guess I’m fine there. I love how he talked about how important he is.” His personal development – He’s the kind who will probably train himself. You’re right with Mike. I didn’t feel it in the first interview but I did in this interview. He seems like a guy who wouldn’t do much outside of his job description. And while he can step in and do the job, We definitely need more positive energy here. I liked Staci too. What are your thoughts on her?”

Director 1: “I love Staci and she could be the right person, but interviewing Jeff and Staci back-to-back really showed some of Staci’s shortcomings. She could have done the job easily. She didn’t say anything overly worrisome, but she doesn’t have that energy — enthusiasm — that Jeff has. He seems to have a lot more ambition than she does. This job doesn’t seem to excite her much. Jeff seems excited about what we’re doing here. She has a personal interest in him and that’s important. Also, I’m not sure she’d fit in. Remember when I talked about this project That she worked with four others but then said she did 90% of the work? Explanation but I don’t know if I would buy it. Plus, she seems to focus on questions about working hours and flex time. I just feel that Jeff would really do this job and turn it into It’s great. I’d like to extend an offer to him.”

Director 2: “You’ll be his manager, so if I’m sure, I’ll support that.”

How do hiring managers describe you?

Hiring managers interview a job candidate

This is the main question to ask yourself. Do you express your positive attitude, enthusiasm, excitement, and excellent work habits? How will hiring managers describe you, as a person, after you leave?

Soft skills are important and it is not enough to say that you have them. Most people say they are a positive person and will work hard to get the job done right. This does nothing for you if you don’t prove it. If you want to impress, hiring managers need to be able to feel these words and see how you’ve offered those characteristics in the past. Show enthusiasm in your tone of voice – raise it a few levels! Be expressive and show excitement. Show your interest in the work by giving examples. Show how you always do your best in everything you do by giving clear examples of excellence in previous jobs (identify your accomplishments). Show the ways you’ve gone above and beyond and say why excellence is so important to you.

However, there is an important question that plays the biggest role in making this business right for you. are you that person

Most people know they have to present themselves this way, but many just say who they are and don’t show it. Some of them are people who do not have positive attitudes. Many of these people go to interviews and try to fake them. Some people are really good at it. Many others are not well. But for the most part, a lot of hiring managers can see through it.

By far, the most effective way to express positivity, enthusiasm, and excellence is to have what’s inside of you to express – it has to be real to make a big impact. And that only happens when you really feel connected to the company and its mission. (What companies are on your interview kit list?) If this is what hiring managers want to see in you, it should go without saying that they also expect you on the job. If those words don’t describe you, then taking the time to work on your personal development in this area should be a top priority on your to-do list.

When all is said and done, hiring managers should amaze you! While your skills and experience are important, companies actually hire for three things: personality, competence, and experience (in that order). If you want to stand out and get job offers, show up for the interview and give them your best shot so that when you leave, they already know they want you back.

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This article was originally published at an earlier date.

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