The Headhunter asks an in-your-face question about how you turn a job interview into a job offer, in the December 15, 2020 Ask The Headhunter Newsletter.
This is the last column until 2021, so I’d like to turn the tables. I want to give you something to noodle on over the holidays. In this special edition I’m asking the question and you’re giving the answers and advice! (I call this an in-your-face question because I find that most “career experts” hate questions that cut to the chase. They’re the questions you really need answers to!)
Here we go.
Nick Asks You
The job interview is almost over. It went well and you are seriously interested in the position. You’d like to get an offer but you know there are other job candidates and you don’t know how you will rank.
You want to stand out, to be memorable to the hiring manager, to close the deal, to get an offer. So, what’s the last thing you should you say to the manager at the end of your meeting to boost your chance of getting a job offer?
Perhaps these are words you’ve already used that have — or have not! — worked for you. Either way, we’ll all learn something! I’ll post my suggestions about this baffling challenge later. First let’s hear from you! What’s the last thing you should you say to the manager?
Readers Reply (this means you!)
Well, dear readers? What last words can make you stand out — and turn a job interview into a job offer? Please post your replies and suggestions in the Comments section below so we can all discuss!
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Happy Holidays!
I hope the ideas and discussion everyone shares provoke you to consider how you might make some powerful changes in the way you interview for a job.
In the meantime, I hope your holidays — whatever you celebrate — are as merry and bright as they can be under the circumstances, and that you and yours stay healthy and safe in the New Year. I’m taking time off for the holidays so there will be no new columns or newsletters until January 12, 2021. See you then!
For more job-hunting tips, I encourage you to check out The Basics and Ask The Headhunter Secrets in A Nutshell. And sign up for the free weekly e-mail Ask The Headhunter Newsletter!
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Nick Corcodilos, aka the Ask The Headhunter guy, published a new book chock full of tips for the thorniest of job-hunting problems: How Can I Change Careers? Here is Nick’s radical plan for devising a more fruitful job search.
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Assuming that your efforts at discovery in the interview have uncovered specific work projects that the hiring manager wants attacked…and you should ask about those mid-interview, and spend some time sussing out the Manager’s needs. As you reach the end, the question is, “when do you want to attack project A?” Or, “when do you need project A completed?” Then insert your favorite closing question: “Shall we get started now?” or “How soon do you want to start?”
I’d recommend trying a few to get comfortable, before interviewing, so it doesn’t feel stilted when you ask for closure.
As Jim said: Any questions that put into the interviewer’s mind that you are actually about to start, right now. Anything that makes them think it’s a done deal, and only the paperwork needs to be completed.
Some people might think that is to pushy, but, if you haven’t sold them on the idea that YOU are the person to solve their problems by now, you aren’t going to.
The most important thing I learned from AtH over the years is that we job seekers need to present ourselves as the ones who will save the company, and prove it. If that seems arrogant: Every new CEO that comes in is there to “save the company.” The reason you don’t get paid like a CEO is because you don’t think like one.
There are 3 activities you need to do to be able to prove you are the best thing for that company since sliced bread: Research, research and research. The best places to do your research are: The people in the company, the people in the industry, and the people who supply to or buy from the company.
After all that, you can ask the interviewer(s): What would you say is the most valuable thing I’ve shown you today?
“For me, the day was terrific. I appreciate your time, I am impressed and hopefully we can work together very soon and help ___ become even more successful. I have some tough choices to make about my next opportunity and time is of the essence. Thank you.”
(Walk away)
If the interview is going well and I really want the role, then I say something like “I see a great opportunity here with a lot of potential, so when do I start?”
The response you get will really tell you how they see you: As a number or as a person.
What sealed my longest gig (30 years) was a loose-leaf notebook with samples of my work. Copies of memos, charts, floorplans, checklists, photos of workstations–anything that demonstrated that I wasn’t spending much time around the water cooler.
Sometimes called a “portfolio of accomplishment”, it was also a good way to keep the interview conversation going. Sometimes, the hiring manager would flip though the book, asking questions about various samples. (Whenever a hiring manager flipped through my work while looking puzzled and asking no questions–I ran!)
@Citizen X: What a good way to help the manager ask you “loaded questions” — questions YOU essentially picked because you handed him an outline for the interview. Because that’s what he’s flipping through. And that means you’re both talking shop during the interview, and about work you know inside-out and can talk about for as long as the manager wants. A deft bit of social engineering!
Which unfortunately you can’t do anymore as interviews aren’t F2F for the foreseeable future–and even when I’ve sent portfolio pieces via a trackable system like Box, I noticed only the occasional download or open.
As a hiring manager, I hired an applicant for exactly that reason. I was managing software QA team, he was a customer software support guy. A background I liked anyway. As such I frequently interviewed support people wanting to get out of support. (many just get weary of it)
He set himself way apart from his peers when he showed me his notebook. Neatly organized of his performance appraisals, but much more impressive, of customer testimonials. It spoke for itself. A very easy decision on my part.
I would say explicitly that I want the job. Sometimes the hiring manager does not get the feeling from an interview that people really want the position. Individuals may want to be hired and get a paycheck but not really have the desire for the job.
Assuming that you really want the job and not just settling for something and assuming you’d be great at it: avoid the assumptive close as this can be off-putting to some people – I would instead try to be as genuine as possible in advocating for yourself: “Could I level with you?” the answer usually is “sure”, then: “Look, I’m pretty sure that you can see that I am more than qualified to do this job. If there is any shadow of a doubt, this is the time to clarify any doubts you may have. I’m pretty sure you have other qualified candidates, and I can’t speak for them, but I doubt you’ll find someone as passionate to succeed at your company as I am. Give me the opportunity to show you what I can do, I know you won’t be disappointed. What do you think?”
If you have properly prepared for the interview, you would know exactly why the employer is hiring and what needs or problems the new hire will need to address, and, if you’ve also highlighted your strengths and experiences during the interview, the interviewer should already know that you’re a “fit” for the employer.
Furthermore, during the interview, you should have judged how the interviewer has responded to you. In this regard, are “hard” or “soft” skills/experiences more important in this situation?
From this musing, what can you say to make the most lasting, positive impression? If you’ve properly prepared, you could/should have 5 to 10 last comment alternatives prepared and you must then decide which one of these to use.
The point is to be prepared and practice plus test yourself with a trusted mentor before the interview.
A small prelude first to clarify: sometimes I’ve job searched because I need to pay bills, but I still try to look for jobs I want. If I’m applying through job boards, when I get called to an interview I always get to the last stages, but by then I’ve generally lost interest in the company because I saw something I did not like, so I stop pushing as hard (but I don’t quit the process but I like to see what happens to the end, there’s a lot to learn there in my opinion). None of those interviews have materialized into jobs (good, I didn’t want them).
But this is what I’ve done every time I do want to have a job (and I get it):
::: I look at what is holding back the interviewer and I address that directly :::
That’s all! What follows is examples.
One time I was interviewing and really wanted the job but the company wasn’t sure I would be worth the pay I was asking, so I told them “look, I really want to work here, but I understand you may be hesitant because you don’t know me, so let’s make a deal, I’ll work here for 3 months for [salary much lower than what I actually wanted] and then when you’ve seen what I can do for you, we renegotiate.” I got that job and we latter did renegotiate and I got almost everything I wanted (my deal breaker was working 4 days a week, and I got it from day one!)
In a different interview, I noticed they weren’t sure I could actually do the job, because I didn’t have previous experience on that specific sub-field, so I explicitly addressed that: “I have no doubt that whatever it is you need to get done, I will learn it quickly and I’ll be productive in a short time, I have done this before and I can do it again.” They repeated a few times that this all depended on whether “we had what it takes to get the job done”, every time he mentioned it I simply said “I have no doubts that I can do it.”
I did get the job and I did learn everything quickly and did it.
I try to be assertive and to show I know myself and my abilities, but I also avoid being pushy since I don’t want to sound arrogant. At the same time, I have to remind myself that an interview is not the right time to be modest. And well, in order to really address whatever is worrying the other person, one has to be empathetic too, so there’s a lot to balance there. That’s what I’ve learned about interviews over the years.
I have to thank Nick for all those successes because it was reading his column and his book that I got the courage to really negotiate for what I want instead of looking for jobs like a supplicant as I was taught socially and in school.
While I have little experience interviewing for jobs, I once had a good friend who was a high level executive for Abbott Labs, hiring for a top sales position that would cover several states. This guy came in for the interview and he was perfect – excellent skills, excellent resume, the interview went great. Except for one thing. As the interview came near the end, *he would not ask for the job*. She told me he just sat there smiling, making chit chat, but would not pull the trigger. She would have hired him in an instant, but instead she had to pass, because that is a fatal flaw for a sales job, especially in the interview for a sales job.
If you want the job, any job, just be sure to look them direct in the eyes and tell them you want this job and you would like to work there. Apparently that makes you stand out from the crowd, possibly even among sales people!
Bingo! Sales position or not, you are in reality selling yourself. You’re the product so sell the product. The vast majority of sales people never close because they simply don’t ask for the money. In the hiring sphere, don’t just ask say, “Shall we go to HR (or whatever the process) and begin filling out the paperwork so I can get started doing what you need.” Don’t merely ask for the job, especially from a weak stance, command the job. Take control as this example states. If the interviewer agrees you are the answer to their needs, that interviewer will act. If the interviewer has to pass you on to another person, do it ASAP. Bottom line, take and keep control.
The coffee’s for closers
I have a major problem with hiring authorities or anyone else for that matter who makes decisions based on expecting a particular, irrelevant (stupid) answer. IF they act that way at the interview, how will they behave once they got you there? No raise, you didn’t ask properly. Never mind what “properly” was. No promotion, same lack of a real reason. No anything, you didn’t ask, “May I?” That’s for children’s games, young children. Why weren’t these hiring authorities interested in the solid qualifications? The ones not receiving offers for such reasons should count themselves very blessed!
“I’ve enjoyed discussing this opportunity with you today, and have also enjoyed meeting members of your team during the interview process. After our conversations, I’m certain — and believe that I’ve demonstrated — that I can help you meet the business challenges and tackle the projects we’ve discussed, particularly [list the most important company-specific challenges and projects here]. I’m excited about joining your team, and I hope we can reach agreement on terms that make sense for both of us.”
I’m still not certain, 18 years later, whether my off-the-cuff remark was brilliant or crazy.
I interviewed on Halloween; it was a hiring panel interview for a permanent part-time position at a community college learning center. The job was a combination tutor, informal student computer help desk, lab assistant, and study hall monitor, with the possibility of additional work as an adjunct instructor of basic computer skills.
The interview and the tour of the facilities went well, and I was definitely interested in the position. The work sounded challenging, and I was impressed by the people and their dedication to helping students of all ages, abilities, incomes, and backgrounds, including recent immigrants and refugees. (One of the interviewers was actually in a Halloween costume, which I loved.)
Before I left, I said something to the effect of, “Well, I’m excited by what you are doing here, and I’d love to join you in this effort. I’m very interested in this opportunity–but either way, good luck with the hiring process!” I’m not sure exactly why I said it, but I meant it. Community colleges change lives.
Anyway, I worked at the college for 13 years in various capacities, quitting only because my elderly, widowed father needed me in another state. I’m hoping to work there again at some point.
I can help you immediately and will hit the track running. I am a very resourceful person and if I don’t have knowledge about something, I will find a way through hard work and perseverance. I will give you my best every day with 110% effort! Looking forward to hear back from you.
What’s the last thing you should you say to the manager?
“I am looking forward to working with you and the team.”
I like simple.
I called this the “Sazon” moment Nick.
I’ve interviewed a lot of candidates for a range of roles in teams of up to 600. I realised after a while I couldn’t often tell folks apart. Mainly because I’d be in a situation of having to ask candidates the same questions so we could be seen to be treating everyone equally. The problem being the scoring process would rarely if ever deliver a clear best fit. We’d be looking at a difference of a very few marks.
I really wanted the candidate tell me they really wanted the position and why but almost no one would ever tell me.
It might have been that no one wanted the job. With having to interview the way you describe it, it was probably transparent that the questions were canned questions with no one listening to the replies. I interviewed at a tech company many years ago, and the six separate interviews in one day were canned questions. I knew that but working on the Lunar Excursion Module Simulator would be interesting, so I played their game. I had a Western Union telegram waiting for me when I got home; good salary, etc. But I was young and naive and had not checked out my boss properly. He was not one of the interviewers!
If I want the job I say “This job is a great fit for me, you, and this business, and I want the job. If you think I’m a good fit, make me an offer. I am excited and enthused about it.”
If after the interview, I feel the job, manager or business is not right, I say “Thank you for the opportunity to interview. I hope to hear from soon. ”
Those 2 tactics work for me.
Here is another way of putting what Nick is asking of us. ” You are in restaurant you have not eaten before and ask for a sample plate. You try it and you like it but you can’t afford to pay for the whole plate. How would you approach the subject of price?
When I was hiring, I liked it when people said some variation of this:
“I like what I’ve heard today and I would like this role. If you are ready to hire me, I am ready to set a start date. Of course, it is more likely there are a few more steps required in the hiring process and I understand that. Give me a call if there is any additional information you need. Otherwise I’ll plan on sitting tight for the next week and be back in touch after that. Does that sound acceptable to you?”
Here’s what worked well for me.
As the interview wrapped up, I recapped what my take was, i.e what my take away was as to the role, and where the hiring manager wanted the newbie to take it, then told him how I’d approach the job and my idea of how I’d do it and where I’d take it. That was not regurgitating what he told me.
It was my definition of it including some new thinking and ideas.
I got the offer. He told me no one ever told him what they’d do with the role. Show some creative thinking about it. Build on it.
(I got the offer, but didn’t take it, I went off on to something more interesting.
The best, and few times I’ve been able to close a job (or even come near it) that was half-way decent was to find a consonant ground with the few no nonsense management (if there was one) and sincerely say things like “you guys seem to me to be on your A game”, “you have a nice clean shop”, “you have nice equipment”, “I can tell you’re not a bunch of schlubs”. All sincere and not talking smack. Seemed to work on old school guys, but dismissed by the younger crowd leaning more towards “do you give me the tingles”, “do I like you”, “how do you make me feel”, “are you one of the cool guys”?
I once had an interview after 6 months of unemployment and searching. The Operations Manager leaned forward and said “this is a dirty industry and not glamorous “. I leaned forward and replied “glamour doesn’t pay my mortgage”. I was hired, and later told that statement closed the deal.
In one job interview, the interviewer suggested I rent an apartment in his complex and give his name, so we would each get a free months rent, which I said sounded great. (It was! The rent was what I had been paying back at my University, got a much better apartment, as one woman said, “You live in the best apartments in town.”) I already was confident about getting the one year job, since I was interviewing after their first offer turned down the job, a good friend I had worked with when we were in grad school together was just finishing a different job there, and the supervisor planned to leave on a summer trip the next day!
Like it or not, you are in sales when going on a job interview. Read or watch videos about sales techniques. Take cars, for example – you are the “employer” and you are showing interest in what the “employee” (the dealership) has to offer. They sell you the car, and they sell you service for your vehicle. What I have experienced many times is the sales person will try to “close” the deal many times during the time spent at the dealership. There are “trial closes,” and a good salesperson knows how to stay in control. A good customer, on the other hand, works to maintain control – for example, I research what vehicle I want and have my whole “package” put together. Once I get to the dealership, I know the car I want, and I also know how much I should be paying for it – I may even have some competitive offers.
During your interview, then, I would suggest doing “trial closes.” Propose how you will do the job (as Nick says, do the job to get the job). I am both an engineer and a church organist/choral conductor. For music, what speaks louder is the audition itself – many times, I would do an audition by actually playing for a Sunday service! Engineering interviews, however, amount to the interviewers often asking detailed technical questions that I may not know the answer to – I try to “audition” but they are so convinced the old fashioned question and answer interview is the only way to go.
So again, like the car salesperson, do “trial closes” several times. Any ideas?
Based upon my research of the XYZ company, my conversations with HR, I am very excited about this position and I would be honored to join your company, should you make me an offer.
I was interviewing for a new department with new directors and asked them where did they see the department in a 6 month timeframe. What do they see as obstacles. I took those obstacles and turned it around as to how they could achieve the results they wanted and move toward the goals they expressed they wanted in not just 6 months but 3 years. They were taking notes fast and furious as to how to achieve what they wanted. I walked out knowing I had the job and for the next 3 years I kept them on track with the goals, built the department and created a foundation for them to have continued success.
In another situation working for a school I walked in with my resume, asked them specifics about the job, related my work experience back to it. The dean said I was way overqualified for the position and I related that it was exactly what I wanted during this time in my life. Within 15 minutes into the interview I was offered the job and started the next day. 8 months later that same Dean offered me a promotion to run a small department for the school, which I did and was very successful.
Basically, I indicate to the interviewers that what they are seeking is exactly what I have experience. One interviewer came back stating that I didn’t know their company budget, HR, purchasing systems. I explained that I have worked with those same type of systems and they all work on same basic principles, each just have their own way of doing the process. I have no difficulty in learning a new system and in fact enjoy the challenge. That was her one concern. I received the job over another that had been working for the company in another department.
I will say that one of the best things I ever did was take a year of computer programming in college. I chose not to go in the field, but that one year taught me a foundation to understand how systems operate, and gave me a leg up on many job opportunities. All because I had an understanding.
The owner interview me and asked me to tell him about myself,
I explained about my business related experience stuff, and the last thing that came out “and I shave everyday”. He hired me on the spot.
Love the shaving comment. One time I had a candidate who looked like he just rolled out of bed including a messy face shadow. Fair to say, he didn’t get the job. As my mother likes to say “pull yourself together”. If you have a beard, keep it neat. Comb the hair. Etc.
This has worked for me. Write up a 30-60-90 plan based on the job description. Keep it simple, say 3 to 5 bullet points per time period. Doesn’t hasn’t to be correct; rather, it shows leadership, thoughtfulness, and forward thinking. Ask the final interviewer (ideally hiring manager) if you may share before sharing. Get the permission. Advise it’s an initial iteration, thoughts. How he or she responds will clarify your standing and whether the place is a good fit.
First, I like all of the replies and most should be used somewhere in the interview. Especially the portfolio/notebook one with work accomplishments. I like to emphasize the financial accomplishments I have produced. Having addressed those accomplishments and obtained buy-in, upon leaving the interview I say something like this: “We have discussed some of my representative financial accomplishments and how I will contribute significantly to [your] company’s profit. Please think over which of the upcoming projects you want me to work on first.” It works.
A side note, whenever the employer says that I am overqualified or “cost too much,” I reply: “Are you saying that company policy is to purposely underpay your employees, or that you truly just don’t have the money? IF the former, I don’t want to waste any more of your time or of my own. If the latter, that is all the more reason to hire me, but at a much higher salary. You have seen how I produced significant [exact numbers] profit results for my current employer and that I can do the same for you.” This also works.
I really liked the way you immediately and proactively address the “cost too much” part, both ways of the either-or question have a great response. It might be a harder sell to translate something more vague like research or product engineering into direct numbers for them, but I still believe saying “if you don’t have money to spare that’s all the more reasons to hire me, but at a much higher salary.” is so good, to turn their financial risk aversion upside-down into more reasons to hire you instead of less, [unless you actually want the risk of going without the obvious choice of taking this hire], hehe.
I always ask, “So, after our discussion, what do you think about me as a candidate for the position?” At this point, they can point out a few items that they still have concerns with…and you can address them. Or, they can say you are the top candidate. Either way, you will know where you stand and can make a last effort to seal the deal.
I have been a recruiter and a job search consultant. I always advise clients to ask the question when the interview has wrapped up or the employers ask if there any other questions.
“Is there anything about my
skills, experiences, qualifications or background
that might cause you concern?”
If you are given a reason the use the following format to address their concern which has the acronym ARTS:
Address his concern: “I can certainly understand why that would concern you.”
Redirect: “but if I were to tell you that I would….”
Test: “would that make the difference?”
Story or support: “because I have in the past…”
If the employer says they have no concerns, then I advise the following response.
“I want this job. I hope I have convinced you that I can do it & do it well. What is our next step?”
This is all profoundly stupid. Hiring managers are supposed to pick the person based on experience, skills, and potential. And now we are discussing making the decision based on what is in effect a cheesy pick up line? This could also really hurt a candidate because when they come out so strong and quick to ask for a job offer they hurt their ability to negotiate the offer. It is posts like this that illustrates what is wrong with hiring in this country and I am sad to see it on this blog.
@MollyG: What’s stupid or cheesy about telling the employer you want the job? How is that a pick up line? And asking for a job offer hurts negotiating ability? How?
I’ve never had an employer complain to me that a candidate I sent them was overly motivated about taking a job. I have had hiring managers complain that a candidate was rejected because it wasn’t clear they were really interested in the position.
Perhaps you believe that asking for a job offer falls into the category of “being the first to mention a number” because the conventional wisdom is that the person that does so first, loses. In fact, research in behavioral economics suggests that by stating a number first, a candidate may in fact be able to set an “anchor,” or “minimum bid.” But there is no need to mention an number and I didn’t say the candidate should accept an offer on the spot.
Please explain how you get from my “say you want the job” to your “hurt their ability to negotiate the offer.”
In any negotiation, the willingness to walk away makes your position much stronger then if you won’t or can’t. If you are overly eager for the job, then it would look very silly to then say you would turn it down if they did not give you what you counteroffer with.
“I really would love this job!”
“Great. Here is an offer, $50,000 per year and 10 days PTO.”
“No. I will walk away if I don’t get $52,000 per year and 12 PTO.”
“What?”
But my overall point is that it is bad to say that you want the job, but that the applicant specifically saying they want it at the end of the interview should not in any way be a deciding factor. It is a statement with little substance. If you are enthusiastic about the job then it would have already have been clear during the interview.
@MollyG: Respectfully, I think you’re confusing negotiating with closing a deal. The example you gave is compelling but reveals weak negotiating skills. You don’t close a deal til you’re done negotiating. Saying you want the job and getting an offer doesn’t mean you’re stuck accepting it.
Wanting the job is totally separate from wanting the terms offered.
The offer must be as attractive as the job. (See https://www.asktheheadhunter.com/7043/make-the-employer-want-to-raise-your-job-offer) This is a crucial distinction. The commitment you have made is to the work, the manager and the job, not to any particular salary or other employment terms. Everything else still needs to be discussed. (See https://www.asktheheadhunter.com/8931/negotiate-better-job-offer-saying-yes)
It is perfectly legitimate to turn down an offer for a job you really want, if the offer isn’t acceptable and you can’t negotiate a mutually acceptable deal.
So the gist of the best response to the offer made in your scenario above is this (tweak to suit your style, of course):
“Thanks! I’m thrilled! I look forward to reviewing the details of the offer in writing. Then I’ll get back in touch with you in 3 days to go over the terms.”
The matter of whether they want you is settled. But you still have to settle the terms, which it is unwise to agree to on the spot, no matter what you’re negotiating for — unless, of course, you’re absolutely sure you’ve been offered exactly what you want. Few people are in an emotional state to make such a decision when the offer is given as you’ve described. Besides, the terms include the company’s employee policy manual and benefits — none of which have likely been disclosed to you yet. They’re part of the terms.
I’ve seen hiring managers reject candidates specifically because they were not sure the candidate really wanted the job. In fact, this problem is what triggered me to write my first book.
“Pick the person based on experience, skills, and potential”. Agree! That’s the way it should be!
But as years go by, I see more and more HR types, owners, and hiring managers who want to be entertained, and want these cheesy pickup lines and tongue and cheek platitudes in the interview process. It’s not what you bring to the table so much as it’s “do you give me the tingles”, or “how do you make me feel”. Case in point, I once had a bad interview where the interviewer said she wanted a stand up comedian instead of a qualified candidate. Anymore I shake my head and conclude employers get the employees they deserve. Careful, Molly, your common sense, and no nonsense words, will make you few friends on here. Then again, it’s one’s gut talking and not a popularity contest.
Antonio,
I was waiting for you to add some typically gritty and perfectly logical advice before commenting. I agree. But I’ve gone further.
It’s not what you can do that matters. It’s what you can do what the employer needs that matters.
It’s not what you learned in school that makes a difference, it’s what you can bring to the table that you DIDN’T learn in school that makes a difference.
It’s not what you think you’ve matched up between your experience and the job description that matters. It’s what you can do to solve the employer’s issues the moment you leave the table that matters.
I had the opportunity to speak the magic words during a recent interview, and definitely struck a nerve. Actually, I struck several. I had the opportunity to discuss and debate typical situations that employer faced, and I described in no uncertain terms how I had solved them in the past. I had the advantage of being able to navigate the technology work, and conflict resolution with an almost infinite labor relations scenario. This was an interview with three managers, and all were asking difficult questions that required spontaneous answers on the spot. Nailed that one pretty well.
To sum that up, your gut feeling after you leave the room should guide you well to what you may or may not do next. 9 chances out of 10, you probably don’t need to do anything at all.