Can you do the job? Can you be trusted? Will you fit in? Will you add value? If you can’t confidently answer yes to all four, expect a tough job search
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Job seekers often wonder why they aren’t selected for interviews or hired. The reality is simple: hiring managers prioritize candidates who add value to the company.
When considering a candidate—especially during interviews—hiring managers ask four essential questions:
- Can this person do the work?
- Can this person be relied on and trusted?
- Will this person fit in and not be a disruptor?
- Will this person add value to the business?
The fourth question is the deciding factor. If you can’t clearly articulate your value, you’ll struggle in your job search.
 Job interviews aren’t about YOU. They’re about what you can do for THEM. |
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At a certain point in your career, everything becomes sales. Whether you’re convincing your boss to approve an idea, explaining how a project will pay off, or getting employees on board with a new process, you’re selling. A job search is no different. Your résumé, cover letter, LinkedIn profile, networking efforts and interviews are all part of a sales process. The interview, in particular, is a high-stakes sales meeting where you must “close the deal” by proving your worth.
If you want a fast-tracked career and fewer job search frustrations—which you’ll inevitably face multiple times—mastering the fundamentals of sales is critical. This includes developing an appealing value proposition, a compelling narrative and supporting evidence to establish trust.
If there’s one thing hiring managers respond to, it’s a clear value proposition. Yet many job seekers fail to convey the value they bring and expect to be hired regardless. To stand out in today’s competitive job market, you must demonstrate how you’ll contribute to one or more of the key business priorities: generating revenue, reducing costs, driving innovation or showcasing leadership.
Revenue generation is the most direct way to add value to a business. Sir Richard Branson once said, “Never take your eyes off the cash flow because it’s the lifeblood of business.” If you can increase revenue, you become indispensable. A sales manager who boosted revenue by 30 per cent through a new Customer Relationship Management (CRM) system has a compelling case—but only if they present hard evidence. Bringing reports that show the percentage increase and the marketing strategies used transforms a claim into proof. Given the number of job seekers who exaggerate their experience, supporting documents not only reinforce credibility but also answer another critical hiring question: Can this person be trusted?
While revenue growth is the ultimate goal, companies also prioritize cost savings. Reducing expenses without sacrificing quality can make a candidate stand out. A project manager who cut costs by 20 per cent by renegotiating supplier contracts and streamlining workflows doesn’t just state this in an interview—they show how it happened. Explaining the specific strategies and tools used, like a more efficient project management system that reduced wasted hours, demonstrates resourcefulness and financial acumen.
Beyond financial contributions, innovation is a key driver of success. Companies that fail to evolve don’t survive, which is why hiring managers look for candidates who can drive change. A marketing professional who executed a social media campaign that increased engagement by 50 per cent should go beyond surface-level claims. Detailing the creative process, the analytics tools used and how engagement translated into sales shows their ability to innovate and deliver results.
Leadership is another differentiating factor. Even if a role doesn’t require managing people, demonstrating leadership qualities can set a candidate apart. A team lead who successfully oversaw a high-stakes project requiring cross-departmental collaboration should go beyond saying, “I’m a strong leader.” Using the STAR method (Situation, Task, Action, Result) to describe how they managed teams, resolved conflicts and boosted productivity by 15 per cent provides tangible proof of their ability to lead and drive results.
Ultimately, your goal isn’t just to answer, “Why should we hire you?”—it’s to shift the conversation to, “Here’s how I’ll help you succeed.” When you focus on demonstrating real, quantifiable value, you dramatically increase your chances of landing the job.
Nick Kossovan, a well-seasoned veteran of the corporate landscape, offers advice on searching for a job.
The views, opinions, and positions expressed by our columnists and contributors are solely their own and do not necessarily reflect those of our publication.
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