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By Hirepurpose on March 14, 2016T&P ON FACEBOOK
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Hiring managers explain how you can demonstrate your strengths in an interview.
The most important part of getting a job is nailing the job interview. This is the time to demonstrate your strengths as a viable candidate, your personality, and your overall commitment to the company. However, achieving these goals doesn’t come naturally; it requires a lot of preparation.
17
Hiring managers explain how you can demonstrate your strengths in an interview.
The most important part of getting a job is nailing the job interview. This is the time to demonstrate your strengths as a viable candidate, your personality, and your overall commitment to the company. However, achieving these goals doesn’t come naturally; it requires a lot of preparation.
What Hiring Managers Look For In A Job Interview
Posted from taskandpurpose.comPosted in these groups: 
Employment
Interview
Employment Interview
Posted >1 y ago
Responses: 3
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Candidates must dress professionally, come with a few good accomplisment stories and arrive prepared to answer questions about how they would react to challenges. Many candidates cannot achieve these tasks without practice, and yet, many show up unprepared.
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SGT (Join to see)
LTC Gavin Heater, It's amazing how many interviewees show up late or not prepared. They wasted theirs and my time. If they were late, they weren't interviewed.
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When I worked in the private sectior, I looked for two things: can he or she do the job and will he or she fit in. In that order of priority.
As a civil servant I looked for: is the applicant a veteran and do they meet the minimum requirements for the job. If yes to both, hire. If no applicants are veterans, then does the applicant meet or exceed the minimum requirements for the job. If yes, hire the applicant that most exceeds the requirements. Sometimes the applicant being a member of a protected class (race, age, sex, disability, etc.) also influenced the hiring decision.
As a civil servant I looked for: is the applicant a veteran and do they meet the minimum requirements for the job. If yes to both, hire. If no applicants are veterans, then does the applicant meet or exceed the minimum requirements for the job. If yes, hire the applicant that most exceeds the requirements. Sometimes the applicant being a member of a protected class (race, age, sex, disability, etc.) also influenced the hiring decision.
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SGT (Join to see)
Lt Col Jim Coe, Fitting in became a problem at the chemical plant I retired from. We began having employees in on the interview process. It worked out better than I thought it would.
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