During a job interview, it’s sometimes easy for a hiring manager to assume that the only person who has to sell themselves is the candidate. However, it’s important for company officials to realize that it would be in their best interests to sell the qualities of their company, as well.
There are certain questions that nearly all candidates ask during an interview, and hiring managers should be prepared to answer those questions in detail. Although the responses should be completely honest and forthright in nature, they should also be more than just informational and factual in tone.
Remember that when a candidate is faced with multiple offers and is in the process of deciding which one to accept, the deciding factor is rarely, if ever, money. As a result, compensation won’t necessarily be one of your main selling points, since the compensation package you’re offering is probably similar to the one your competitors are offering.
Below are three major selling points you can use to ensure that the top candidates in your industry accept your offer—and not somebody else’s.
- The company’s goals for the future—Employees want to work for a company that, quite simply, is going somewhere. You know your company’s goals for the future, but that doesn’t mean the candidate has any knowledge of them. The candidate wants to know that they’re joining a team with a common goal and common purpose. If you omit this information, the candidate might assume that you have no stated organizational goals, or if you have them, you didn’t deem them important enough to mention. Either way, that’s a negative impression.
- The position’s potential for growth—In addition to the overall goals of the company, the candidate will also want to know how quickly and how far they can grow in the position, should they be hired. It goes without saying that the more potential that exists for growth, the more attractive the position will be.
- The company’s culture—This is probably the most difficult of the three to sell because it’s the most difficult to articulate and communicate. It’s almost a synopsis of your company’s personality, the way it works and operates, and what guidelines are utilized to produce the most beneficial environment possible.
What is your company’s policy when it comes to touting its positive attributes, those things that are most attractive? This is not the time to be modest or tight-lipped. You work for a great company.
You know this—but each and every candidate who interviews with your organization should know it, too, before they walk out that door.