When interviewing with a company, it is often difficult to pinpoint the qualities that the interviewer is looking for in an employee. Sometimes the interviewer has taken the time to quantify the specific qualities of what they’re looking for, or they just go by the old-school philosophy of “When I find them, I’ll know.” The problem is, this isn’t a dating show. It’s an interview, and this can make things a little challenging.
I found a great article explaining the qualities of a Remarkable Employee, and although I wouldn’t say that these will apply to all positions, I think it is a basic recipe that you might be able to adjust to make your own.
Are you struggling with answering questions like:
“What would your last manager say are your greatest qualities” or
“What characteristics make you the best fit for this role,”
If the above questions challenge you, perhaps start with what I took away from the top 4 examples mentioned in the article “8 Qualities of Remarkable Employees.”
Read on to learn what makes a great employee REMARKABLE.
ONE:
They ignore the job description:
One of the things that almost all employers will look for in a candidate is a team-first/customer-first mentality, in which you are always willing to do whatever it takes to get things accomplished. Sometimes these things are not on your job description, fall outside your comfort zone, or even something that no one would ever blame you if it did not get done.
However, being the type of person that looks to provide the most significant impact even beyond their given “job description” will always make you shine in an interview.
THREE:
They speak when others won’t:
In some of our earlier blogs, we have referenced on multiple occasions the importance of being a vocal contributor and the power of building open dialogue between your manager and colleagues. Some people would default to the excuse that “well, I have tried, but my manager/colleague keeps to themselves.” That okay. Don’t be pushy with the reciprocation. However, don’t let it stop you from using your voice. Speaking up with ideas, suggestions, or things that you want to change shows your investment in the success of the company.
A great way to explain this to an interviewer or a potential employer can be by providing an example of ideas you have generated that made a huge impact!
TWO:
They Publicly Praise:
Do you ever get a compliment from your coworker or boss that makes you go, “WOW… that really meant a lot to me?” Here’s the thing… if you genuinely want to win over your team and colleagues, I suggest you first look for opportunities where you can lift and openly praise your coworkers.
A great manager knows that giving praise is just as important for an employee’s self-esteem and developmental growth as providing constructive criticism. When you publicly praise your peers, it will build team unity, accountability, and a positive culture that can transform an organization.
So, when your interviewer asks for another quality or “How do you work in a team setting,” let them know that you are more than just a team player.
FOUR:
They like to prove others wrong:
Heather Mitts (Olympic Gold Medalist) once said, “Tell me I can’t, then watch me work twice as hard to prove you wrong.”
Whatever drives your motivation, make it clear that you believe in yourself and always give it your all. Potential employers love to hear about what motivates you, your triumphs, and overall perseverance stories. These are sometimes a key differentiator for you in an interview process because it’s YOUR STORY.
We can’t write the story of “the qualities that make you great” for you. Nor would we ever want to! My advice is to picture yourself in the role you are interviewing for and think of the five most remarkable qualities that you should possess to be an overachiever. That, combined with qualities and success stories that you have shown throughout your career and keeping the above suggestions in mind, should formulate some great attributes to highlight during your next interview!
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