People often spend a lot of time considering what they will wear and trying to guess the types of questions a job interviewer might ask. These are important things to prepare for, but they don’t go far enough. It’s equally important to take the time to understand the point of view of the hiring manager.

Does the Candidate Truly Understand What the Job Entails?

The fact that a candidate read and understands the job description won’t come off as overly impressive to the hiring manager. This is especially true when considering that the ability to research a company, its competition, and the industry in general is literally at anyone’s fingertips.

After going into the interview armed with this background knowledge, the job seeker should point out how his or her experience fits right into what the company needs. After a few ice-breaker questions designed to get to know the candidate better, the interviewer will expect this type of tie-in. The interviewee should start by stating his or her experience and then describe exactly how it fits into the company’s needs. This also demonstrates a clear understanding of the goals of his or her potential employer.

Candidates Should Prepare for a Chronological Review of Their Resume

Once the interviewer feels confident that the candidate has a good understanding of the position, the next step is to move into a detailed review of his or her experience. This typically takes place in chronological order and it needs to make sense. The interviewee should start with the oldest information on the resume and walk the hiring manager through his or her thought process when accepting and leaving each position. It’s also important to explain any gaps according to those who hire account executives on a regular basis.

The interviewer is looking for increasing responsibility and a willingness by the applicant to explain why certain positions no longer worked for him or her. This uncovers themes in the job seeker’s history that will help the new company understand whether it makes sense for him or her to pursue the current position.

Is the Person a Good Fit?

Determining if a job candidate has the skills needed for the open position is obviously important. However, even the most experienced individual could still make a poor fit for the corporate culture. The interviewee should expect several questions that ask him or her to describe behavior in certain situations in addition to validating the essential skills for the job. For example, a question about the types of personalities the candidate finds difficult to work with can provide valuable information to an interviewer who already has a good understanding of the team the person would join.

A big part of determining whether an applicant makes a good fit is how excited he or she seems about the job opportunity. People can fake excitement, of course, but those who feel genuinely motivated by the possibility of getting the job will offer even more than the interviewer requests. This person will also ask several questions and seek to clarify anything he or she doesn’t understand.

When it comes down to it, all hiring managers want to know if the candidate will make their life easier. Those that can prove they would are much more likely to receive a job offer.