3 Things Hiring Managers Want To Know About You

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I’ll let you in on a little secret…

Hiring managers want to understand your potential, value, and goals before making a decision to welcome you to their organizations.

That’s why it’s important to emphasize these things whenever you communicate with employers. That means demonstrating them in your resume and cover letter, on your LinkedIn profile, during your job interview, and whenever you interact with the organization in general.

But how can you do that? I’m going to go over the three key statements you need to convey every time you interact with a potential employer.

#1. Explain Your Go-To Potential

These are the problem(s) you solve or the pain you alleviate. What are you uniquely qualified to do on the job?

#2. Spell Out The Your Value

Explain to them the value you bring by solving these problems or alleviating those pains.

Share how you save or make companies money. Or, in some cases, how you do both.

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#3. Short-Term Goal

Tell them about a short-term goal that will leverage your strengths and bring value to the organization. Take your skill sets to the next level.

This shows them that you can hit the ground running and already know what you want to accomplish.


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46 thoughts on “3 Things Hiring Managers Want To Know About You”

  1. i can't articulate how much I hate HR women like this, pretentious and pompous, you have to play along with their game

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  3. Tell us something we do not already know. There is no guarantee that the questions they will throw you will give you the opportunity to express yourself on the 3 things you mentioned. What guarantees you the job is you give them the answer they want to hear and be able to express yourself well and substantiate your answers.

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  5. Thanks so so much! You’re such a blessing. Just watched this 3 times for an interview in an hour. Hugs from Miami. Diana Velasquez

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  7. Ah, yes, the working schlep, the wagecuck, thinking long and hard of how to please a complete stranger to work a mindless job where they will NEVER get wealthy. Become a drone today!

    Sorry, honey, I can't be home today. The boss says I have to work late. So eat your burgers, take your prescriptions, drive your car in traffic, and lick the boots of your new masters.

  8. Your value??? This is horse poop! That’s google and FB speak. It’s also extremely anti-woman to suggest someone prove their “value”….

  9. I am a 44 year old Lpn I have been looking fir a job for 12 years daily resume shoot outs if 10. Asking everyone from the peapod man t my doctor even willing to work as a medical assistant or CNA. I had an inter at a nursing home . Was dressed professionally had all my papers. The interview lasted 5 minutes. I knew it was because I was the minority. The whole unit had only black mustard and all the hiring team was black. As soon as they saw I was white and old it was over. Diversity includes white asian Hispanic and black.

  10. Most managers are lazy. You should be telling them what you can get done with them and the people around you. If you show you are self managing and self motivating that’s a big plus for them.

  11. Great post but there is a huge problem: Ageism. This “worst” kept secret is plaguing us Middle Agers. These so-called hiring managers or HR are throwing away potential experience and wisdom by not hiring older folks. They rather hire much younger less experienced people. Shame on them.

  12. Just my two sense: what I have discovered is do they like me? If they like me, it’s 95% of the interview. They have a slot to fill and they need to fill it now. Once you touch that ‘spot’ in their own personality, they’ll find room for you. Why? They want the culture to stay upbeat. It isn’t about knowing the job. They will teach you the job; but they can’t teach positive attitude. If you come with THAT to the interview either on the phone or in person, the rest is gravy. Oh, and if they see that your a veteran, they feel sorry for you and that’s a plus, too.

  13. I like how this video was recommended to me the day I had an interview. I feel like I covered these 3 points but of course there’s hints of doubt. Wish me luck!

  14. I am sorry to say some manager just go by just "liking a person" . It is said managers decide whom they want in the first 20-30 seconds, It just like looking st a new house to live in some people just go on what it looks at the outside and just in the hall way , it is often said that potential house decision is swayed in theses early points. Very similar to hiring am person!

  15. Do hiring managers ever consider how many jobs you’ve had in 2 years? If you had 4 jobs in 2 years I would never hire you.

  16. What if a manager sees this as a threat by being so ambitious? So many managers want to hire a “yes sir” “no sir” employee and not someone who brings problem solving to the table.

  17. 0:51 l am sorry to say but some hiring managers DO hire people just because THEY DO LIKE THEM! e.g. eye candy , hunk etc. If a "plain Jane/John" had all the right credentials but don't like them they try to justify the reason NOT to give them the job but justify to give the "eye candy/hunk" the job. Some goes on to what the rest of the team say after the candidate is shown the workplace e.g.."..so what do you think of him/her, you lot?". Some just go on "gut feeling". Others go on , what "car" did the candidate drove in today, often asking security/reception about the style, colour or age of the candidate's vehicle.

    I recall a UK TV show called the "Job Interview" – a reality show that shows real life interviews. On one show, there was a job for Events and Banquets Supervisor for the Hilton Hotel. On the last 2 candidates they was a practical test to which both candidates have to set up a breakfast table but there were hidden points .i.e lipstick making on a cup and a stain on one fork. The Male candidate spotted the hidden points and set the table to the required standard that the Hilton Hotel wanted. The Female candidate didn't set the table to the Hilton Hotel standard with a numbers of mistakes but she didn't see the 2 hidden points. However despite all that, the Hotel Manager appointed the Female candidate just because she "liked" her!!!!!!!!!!

    At 2:28 l have done/said exactly the same but then the hiring manager slammed her book shut and then immediately ENDED the interview there and then( possibly she probably thought I would be a threat to her!) .

    One cannot simplify what every Hiring Manager would want from a job candidate, each of them would like at different requirements. You can never legislate individual's opinion., interviews is NEVER an exact science! .l would like your feedback on this…

  18. Hiring managers are inept and interviewing people they should stick with clerical little clerk of clerk of jobs

  19. We're all out of work now. Can you do a video on how to get a job during a pandemic? Thanks and looking forward to it.

  20. For trucking what they want to know. Do you have a pulse? Will you show up most of the time? Can we steal from you without you getting a lawyer?

  21. Hey, Can you help me with answer to question on what makes you demotivated at work place or how would I know you are having a bad day at work? Appreciate your response

  22. Sometimes it could be just based on the salary expectations. If you got 3 candidates all equally good but candidate 1 wants $70000, candidate 2 wants $65000 but candidate 3 wants $54000. If your max level is $62000, company's would offer candidate 3 $56000. Candidate 3 would be thrilled on getting something exceeding their expectations and more inspired to work hard and the company save $6000. THIS DOES HAPPEN IN THE REAL WORLD!!!!!

  23. I am sorry but these are the 3 things that Hiring Mangers would like to PORTRAY when they hire people.
    They would then try to justify the reason for that hire – I have seen good candidates getting rejected for underqualified candidates. For the underqualified candidates they would say " this person has got potential to learn".

    Hiring Managers would like a good candidate but not one that would "rock the boat" and become a potential threat. The advice the WID has given is "Corporate speak"- on what a hiring manager should be doing professionally- but not "Human speak" because the final decision is often a personal decision , generally an opinion ( which is "individual thoughts or beliefs , which is NOT generally based on facts).

    All of which is a human ability…but being a human, one can make mistakes .. and it can happen when hiring people!

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