It goes without saying that interviewers want to hire good candidates. But what exactly are they looking for? The answer lies in the ‘three Cs’ of interview characteristics.
competence – interviewers want to hire candidates who have the knowledge, skills, and qualities to make a difference to their organisations. They are not looking for just any old person to fill the position, but somebody who can learn quickly, go the extra mile, and help the team to achieve its goals. Successful candidates show interviewers that they have a track record of achieving goals on behalf of
their employers.
commitment – interviewers want to hire people who will stay in the job for a while. They don’t want to hire and train someone only for that person to leave after a few months and for them to have to recruit, interview, and train another person all over again. Successful candidates demonstrate their commitment to each different job they interview for.
chemistry – interviewers don’t want to hire robots. They want to hire candidates whom they feel they get on with, candidates they feel they could share a joke with, have a drink with after work, and so on. Successful candidates focus as much on building rapport with the interviewers as on answering the questions themselves.
competence – interviewers want to hire candidates who have the knowledge, skills, and qualities to make a difference to their organisations. They are not looking for just any old person to fill the position, but somebody who can learn quickly, go the extra mile, and help the team to achieve its goals. Successful candidates show interviewers that they have a track record of achieving goals on behalf of
their employers.
commitment – interviewers want to hire people who will stay in the job for a while. They don’t want to hire and train someone only for that person to leave after a few months and for them to have to recruit, interview, and train another person all over again. Successful candidates demonstrate their commitment to each different job they interview for.
chemistry – interviewers don’t want to hire robots. They want to hire candidates whom they feel they get on with, candidates they feel they could share a joke with, have a drink with after work, and so on. Successful candidates focus as much on building rapport with the interviewers as on answering the questions themselves.
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