Earlier this week, Zoe wrote, IMHO, a wonderful post entitled why employers have a hard time hiring good talent, and her #7 reason (which should probably be higher on the list :) was:
You're not selling yourself – Through the interview process, hiring managers and recruiters can get cocky about what their company has to offer. Regardless of how great your business is, you need to be able to clearly articulate why this position and your company are a great match for the candidate sitting across from you. Spend a few minutes working on your pitch and learn how to sell your position, group and division. A great “sell” can make the difference between you winning that person over or your competition hiring them the next day.
Recently, Scooblog’s Josh asked his readers: As a jobseeker, what would sell you on a job opportunity? He even started a poll over here on JobSyntax. (FYI - Direct Manager and Co-workers/Teammates are currently in a tie.)
The always insightful Jennifer Swanson contributed a great comment, and I wanted to highlight it here. Her statement further explains Zoe's argument and offers some specific points to help you put together that "pitch" for your job:
Details I look for in a new opportunity include (not in any order of priority;)
1- Team Type - is it a start up environment? Is it a well established team with a legacy/ history behind it? Is it mostly FTE's, vendors, contractors, etc?
2- Why is the team hiring? - Is it a new position? Or did someone in the former position "move on" for some reason or another.
3- What is the team trying to accomplish? - Goals, reason for existence, product lines, etc.
4- What is new and exciting with the team/product?
5- What is the future of the team? - ie: to double in size, increase customer loyalty, reorganize web identity, etc.
6- What is a Day in the life of a team member like? (perks that go beyond free coke... do you all work in one big room of cubes? Do you all go to lunch together every tues? What makes your team experience unique?)
7-What do you look for in an ideal candidate? - This helps set the tone of the team for the candidate. What attributes are most desired that may be lacking from current candidate pool. Is the team over estimating, dreaming or under qualifying, etc. What background info would the right candidate need to highlight inorder to stand out as a potential "good fit?"
Just some ideas that have helped me find candidates and positions in the past. The interview process is as much of an interview of the team as it is the candidate. The more info the better to make an informed decision.
gretchen