Every interviewer is saddled with the responsibility of getting not just the best candidate but the best culturally fit candidate for the organization. This weight of responsibility calls for in-depth and thorough selection process, most especially in today’s world with dearth of qualified candidates.
The interviewer will devise different types of interview – written or oral or both just to fill a role. He will ask different questions and designed different stages of interview to search, interview and hire the best.
Although in most cases, the objective of the interview is to fill a particular role, yet there are different expectations.
The objective of the interviewer is to fill the role with the best candidate and the expectation of the interviewee is to get the job.
During the interview, the mind of both parties is at war;
The interviewer hope to get the best candidate for the role and close the job opening as soon as possible. While the interviewee prays to be hired.
The interviewer needs to justify the ROI for the role.
The interviewer uses different types of interview [here] in a bid to answer this hidden question,
‘why should I hire this candidate?’
This question can be asked in different ways at different times, using different methods of communication and even in a different tone. Some can even ask in a direct way! Looking straight into the candidates’ eyes and asking quietly but firmly.
This question can be disguised in different forms;
Why should we hire you?
What are your strengths?
Why did you apply for this role?
Do you think you are the best candidate for this role?
Tell me why I should consider for this role?
Most often than not, many candidates fail this critical question because they couldn’t convince the interviewer enough or any justification to hire them.
These candidates fail to answer, either implicitly or explicitly, why they should be hired for the role.
If you cannot convince an interviewer within the first 10mins of the interview, then you have lost the interview.
I have asked candidates this questions and only the smart ones could convince me of their suitability for the role. And gave me reasons to justify the ROI.
How should I answer the hidden question?
Okay… the next question should be how should I answer this underlying question even when not asked directly.
The focus of every business is to;
– increase profitability, increase customer base, improve team productivity, generate sales/income, mitigate risk, improve service quality, reduce cost, retain customer, outperform competitors, manage project, improve customer satisfaction etc. etc.
If you can demonstrate competence in any of the key cogent points listed above, then you are good to go. You have succeeded in winning the interviewer over.
Although there are other factors can come into play that are peculiar to an organization or subjective to the interviewers point of view.
The interviewer is simply asking you to market yourself. In other words,
What are your value propositions?
What are you bringing to the table?
What value can you add to this organization?
Tell me how you have performed in your previous roles and how you can replicate it if considered…
These questions can only be answered with evidence of past achievements or accomplishments. What comes into play here, is identifying and highlighting your past achievements/accomplishments.
Explain what you have done in the past and how you have impacted your organization.
One of the ways of identifying your value is by going over the KPIs- Key Performance Indicators of your current role to see how you have added value over time.
Think about how you have performed against your KPIs and iterate them during your interview to dazzle the interviewer.
Peradventure there was no formal KPI, you can always search the internet for relevant KPI or KSF- Key Success Factor and measure your performances against it.