You got the interview, now, how do you get the offer?!

1. HOW TO GET THE JOB OFFER
By Linda J. Baugh
Congratulations, you got the interview! Now, HOW DO YOU GET THE OFFER?!
Simply stated, a person is hired when they have what the employer wants. What does an
employer want? It may not be what you think! In a speech given in Phoenix, Arizona, national
career and job search consultant, David Swan, presented a list of employer wants. Since then, I
have added some factors to the list from input obtained from local employers. Here’s the current
list of what employers want:
 A person who wants to work.
 A person who wants to work at my company.
 A person with a good attitude and few problems of his or her own.
 A person whose experience can be used on this job.
 A person who is dependable.
 A person who enjoys what they do.
 A person who can solve a specific problem (or problems) for the employer.
When interviewing for a job, how do you convey that you have what the employer wants?
Prepare for the interview by researching the company and the industry, including the company’s
market competition. Via Google, LinkedIn and other resources find out about the background of
the people who will be interviewing you, how long they have been at the company, what schools
they attended, and where they have been in their careers.
In the interview, talk about what you have learned and why you would want to work for this
company. For example, in the waste management business, companies like Republic Services
and Waste Management vie for waste removal contracts in the Phoenix area. A person
interviewing with either company needs to be able to state why they wish to be associated with
one or the other – it could be because of a commitment to recycling, company growth,
international expansion, safety record, etc. Remember, employers want to hire someone who
wants to work at their company.
Speak positively or not at all about past employers. In fact, make it a rule to utter only positive
statements throughout any interview. Employers want to hire a person with a good attitude and
few problems of his or her own. Any negative statement, no matter how true, reflects on you.
© Linda J. Baugh 2011
480-686-8230
Page 1 of 3

2. If you were let go by a former employer, even as part of a massive layoff, you will have felt
anger; but do not talk negatively about the boss or company or share any of the details about the
poor management, etc. Instead, prepare a statement to use when asked, “Why did you leave your
former employer?” (And you will be asked!) Make this statement brief and positive.
For instance, an engineer who was laid off after 17 years with an aerospace company said in an
interview, “I enjoyed my career with the company. I had the opportunity to build a great design
team that produced excellent products. I was sad to leave and to see how the economy had put
the company in the position of having to lay off so many good people. However, in the past few
weeks, I have had the opportunity to find out more about what you are doing here at ABC
Company, and I am eager to talk with you about the projects you need a good Design Engineer
to manage.” This message also conveys that the engineer enjoys what he does!
Employers want to hire a person who can solve a specific problem or problems. Find out what
needs to be fixed. Ask the interviewer, “If you could choose one problem to be solved, or one
improvement that could be made in the department, what would that be?” or “If I were to start in
the position next week, what would be the first problem or project that you would want me to
tackle?”
What about your experience, education and skills? Shouldn’t these be the most important factors
in a hiring decision? Not necessarily; aptitude and attitude coupled with transferable skills can
help you get a job in a different industry.
Employers want to hire a person whose experience can be used on this job. In today’s
tumultuous economic times, many experienced managers cannot find jobs in the industry in
which they worked the past 10-20 years. For example, top national retail chains, such as
booksellers and “big box” retailers have closed stores, cut levels of management, and filed for
bankruptcy protection. The displaced managers and executives need to be able to communicate
their skills to other industries that may be totally unrelated to the retail business. One of the best
ways to do that is to utilize situational anecdotes and examples that show transferable skills
during the interview.
Describing how one initiated and placed systems that reduced inventory, or decreased employee
turnover, or improved collections, allows the interviewer to visualize you doing the same thing
for his or her company.
Employers want to hire a person who wants to work and is dependable. Arrive on time for the
interview. Look good, be alert, make eye contact, give each person you meet a firm handshake,
smile, show enthusiasm and interest for the job and the company. Send a follow-up letter the
same day as the interview. Ask for the job.
© Linda J. Baugh 2011
480-686-8230
Page 2 of 3

3. Try some of these questions or statements at the end of the interview:
 This position sounds like just what I have been looking for. How do you see my
skills being used in the job?
 I am very interested in working for you as Purchasing Manager, and I would be able
to quickly assess the feasibility and cost of implementing the new system.
 I really like what I have heard about the company and the position. How do we
proceed from here:
 I understand that you will be referring the top three candidates to the General
Manager for a second interview. I would like to be one of the three.
 From everything we have discussed, I am very interested in being part of your team.
I could be available to start work on Monday, (month and day).
By paying attention to what employers really want in making a hiring decision, you can greatly
increase your ability to generate job offers. Remember, if you don’t have a job offer, you don’t
have a decision to make!
About the author: Linda Baugh is considered one of the top job search and career experts in
Arizona. For three decades she has been facilitating successful career transitions of
professionals and executives into new jobs, careers, and business ventures. The author of
dozens of career and job search articles, she is a sought after speaker for professional
associations and alumni groups. Her no-nonsense message is about results: getting
interviews and job offers, period! Linda can be reached at 480-686-8230.
© Linda J. Baugh 2011
480-686-8230
Page 3 of 3