Follow the simple guidelines below during your preparation period to know exactly what to say and what to avoid, as well as the essential aspects to include in your answer. How to answer why are you the best candidate for this position? Tips to answer why are you suitable for this job? What to avoid: Mistakes candidates make when asked this question. There are hundreds of ways to address this question, but you need to be smart about how you approach it.
To start, thoroughly go through the job description to understand what the company is looking for, precisely. Re-examine your resume , your past experiences and your skills set. You can do this by asking yourself questions along this line of thought:. Once you are done answering the questions above, you can match your qualifications to the job requirements.
The second step is to brainstorm how your these qualifications helped you achieve the expected outcome in the past, you can use the STAR technique situation, task, action, results to illustrate your answer. In the final step, review how your qualifications make you the best candidate for the role and tailor an answer that illustrates this aspect based on the steps above.
The aim here is to help you formulate the right answer to this interview question. This should act as a basis to help you prepare for your interview.
The guidelines are specifically tailored to ensure you know how to answer this question, and included are sample answers to give you a general feel of the expected answer. Personality plays a vital role in the job performance of everyone. However, not every personality trait is relevant to the job. While it may be difficult to illustrate your personality traits, they may be crucial to getting you the job.
Your personality is unique to you. If it can contribute to your success in the role, mention the specific traits and skills that are unique to you and will make you succeed. Sample answer 1: I am a highly motivated, result-oriented individual, willing to go an extra mile to reach goals and learn along the way. For example, my last job involved meeting specific targets on a daily basis, which I managed and sometimes surpassed while gaining better and effective means of improving the achievement of those goals.
I look forward to contributing my skills and experiences to your organization if given the opportunity. Apart from my impeccable track record as the leading sales and marketing agent in the district, my flawless communication and interpersonal skills are precisely what your company needs to achieve its marketing advantage.
Highlighting your accomplishments illustrates what you are bringing to the role and most importantly the company if hired. For each position you are applying for, there is a set of specific qualities and skills that the ideal candidate should meet in order to get the job.
Nevertheless, generally, there is a standard set of qualities that employers expect from the ideal candidate. During an interview, do not miss the opportunity to highlight these qualities illustrating through concrete situations that prove your skills and abilities. What do employers expect from you?
Sullivan is also a proponent of peer interviews. Peers who will likely be working side by side with the candidate will be able to discern the severity of the weakness. Candidates are given a code problem or task and a whiteboard, and they must work out their code and communicate their solution. These tests are transferable to other industries and functions. Every desirable job candidate exhibits a certain degree of self-awareness, but this trait is especially important for less-than-ideal candidates.
He also recommends reference checks to help you better understand the candidate. There is, however, one exception to this rule: character flaws. Besides, he adds, these things tend to come back to haunt you.
Deciding whether or not to hire a candidate who lacks relevant experience in your industry, has an unconventional background, or has some glaring weaknesses is not easy. Peter Miller, CEO of Optinose, a specialty pharmaceutical company, says that inadequate job candidates are the norm, not the exception. Earlier in his career, Peter cofounded Take Care Health — a company that manages convenient care clinics and worksite-based health centers — and he needed to hire a chief nurse practitioner officer to lead the nursing organization.
Before he and his business partner, Hal Rosenbluth, even reviewed their slate of candidates, they decided on the non-negotiable attributes of the winning candidate. And we realized that we needed someone who could inspire and motivate the other nurse practitioners on the team and someone who had an unrelenting focus on patients. It comes down to whose personality fits better with the culture of the company.
Signs of initiative are very compelling for the interviewer. The ideal employee knows when to take action without prodding by management.
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