Managers Have Fears, Too!

More often than not, job seekers go into an interview with a certain degree of fear. Do I look presentable? Will I answer the questions right? Do I have what it takes to get hired? What many candidates don’t realize is the interviewer has their own set of fears.

Truth be told, hiring is a scary business. The hiring manager is essentially bringing an unknown into the company. If they have done their proper due diligence and conducted a thorough interview, they can be fairly confident they have hired the right person for the job. But recruiting is a major responsibility and one which cannot be taken lightly.

As a job seeker, you can help alleviate some of the interviewer’s fears AND possibly nab yourself the job at the same time. It all comes down to understanding their fears and knowing how to respond. Read on for some advice on mitigating interviewers’ most common fears:

#1 Getting the Process Completed Promptly – When searching for a job, it often seems like it takes forever between submitting your resume and getting called for an interview. For the hiring manager, however, it usually feels like the process is dragging on and on. From determining their needs to writing the job description to posting ads, wading through resumes, and conducting interviews, the process of hiring a new employee is remarkably time-consuming. As the old adage goes, “time is money” and the pressure is on to get the position filled PRONTO! You can help the hiring manager feel less stressed by making it easy to reach you. Include multiple options, such as home, cell, or email, on your resume. And be sure to respond promptly to their communications. Answer emails and return voice mails as quickly as possible.

#2 Sharp Learning Curves – Training a new person takes time. In the meantime, there is a loss in productivity as the work team struggles to pick up the slack. Managers are understandably concerned about losing valuable employees who may be uncomfortable taking on extra work until a new employee can be found. This stresses them out even more, something they do not need when they are in the throes of selecting a new employee. Help the hiring manager by explaining that you are a fast learner. Share some stories from your past jobs that demonstrate this fact. Drop hints throughout the interview that will give them the impression you would be up to speed in record time.

#3 Hiring the Wrong Fit – Every organization has its own culture. It falls to the hiring manager to bring people onboard who are a good fit for the existing culture. Hiring someone who doesn’t mesh with the team can upset a delicate balance and put great stress on the manager. You can practically eliminate that concern simply by making sure you fit at least 75 percent of the job requirements. During the interview, share some stories that demonstrate how your experience matches up with those requirements. 

#4 Hiring the Overqualified – In today’s economy, many organizations have found themselves faced with the question of whether to hire someone who is obviously overqualified for the position. The concern is that the new employee will quickly grow bored or disillusioned. At the same time, an overqualified employee may never truly give up their job search, only hanging on until “something better comes along.” They can also upset team dynamics because the new employee may very well be qualified to manage their colleagues – or even their supervisors. Be sure to honestly evaluate your qualifications. If you are obviously overqualified, mitigate the interviewer’s concerns by toning down your resume. During the interview, inform the manager of your career goals and tell them why you are interested in the position.


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