Here are five ways we can know and convince others we’re the right person.
1. The job seems too hard. Whenever you have a choice, don’t go for a role that you can already do. Go for one that will be a stretch and force you to develop. Recruiting in the past was primarily built around a search for existing skills and experience. But increasingly there is recognition that it’s easier to train and develop people’s skills and content expertise than it is to work with someone who doesn’t have the right attitude, ambition or aligned values. Find out what they’re looking for in terms of approach and outlook, not just what skills are required. If you match on the former you can reveal practically how you’ll work hard to build the latter.
2. Don’t just talk to the people hiring. Talk to the people already doing the job or at least other people in the team who would be your peers. Ask them for the good and the bad. What is the reality of their day? What do they spend most of their time doing? And what is really important to the most senior management? This will give you clues as to the lived-and-breathed culture (which is what will impact your day) not just the official organizational culture lines. If the true culture is a good fit for you, share with your interviewer the reasons why it’s a good match.
3. The role plays to your strengths. This is not just about skills. Our strengths are the things that energize us. They are extremely unique and are relatively fixed over time. Think of three scenarios where you were truly energized at work. What was happening? What would others say are your greatest strengths? Don’t know? Ask some trusted colleagues or friends. If the role is one in which your personal energizers are a match with what it takes to be a success in that position, it will work out much better for you and your new boss. Many people can articulate their experience but are not as clear when it comes to their strengths. Spend time working them out and practice clearly communicating these things that mean you’ll naturally bring energy and motivation to your work.
4. Be honest with yourself about what you really want. In their mid-career, so many people simply keep going on their career path because that’s the path they’re on. Or if starting out, continue with the path we’ve chosen through college. It’s great to build a long-term career in one field if that’s what you continue to value, want to contribute to and are energized by in your day. But if it’s not, it might be time to start exploring options. There are undoubtedly barriers and challenges but in ten years time, which path would you be happier you’ve chosen. Don’t just go for a role because it’s what someone in your position “should” want as a next step. Go for it because it’s what you really want. Don’t catch yourself faking or exaggerating your excitement for a role in an interview, go for the positions where you can be authentically passionate.
5. Ask whether you can see yourself there in five to ten years time. In an era when so many of us change roles every few years, companies have to work extremely hard to keep their best people in addition to finding the best new recruits. That’s true across all levels of the organization. If you can see a career trajectory where you are interested in the job of your boss’ boss in the years ahead, it’s a win for you and for the company. Know what you really want in your career and be determined in going after it.
Original source - Rebecca Newton,