Figure out the problem, be the solution, get hired
Organizations hire people to solve problems. The problem can vary from, we need another set of hands to get our trucks unloaded on time to our stock price has declined and we need someone to take this corporation in a new direction. When interviewing, thinking about solving a company’s problem provides a perspective that helps focus your interview preparation and guides your presentation in the interview.
The initial step in preparing for the interview is defining the problem. Typically, job descriptions do not specifically say “here is the problem, the problem is we need someone who can sell more of our product in a difficult market” or, “we need someone who can manage this new project and bring it in on time and on budget” or “we need someone to help the emergency department process medical records accurately”. Job descriptions talk about what the person needs to know or do to fix the problem but does not specify the problem directly. Interview preparation, and the initial part of an interview, should be dedicated to defining the problem in as much detail as possible. Once you have defined the problem, you can clearly state how your skills and experience makes you the best solution for the problem.
Pre-interview defining the problem is a matter of researching the company, the industry and the position. Also, use the screening interview to ask powerful questions that will define the problem. An example of a good problem-defining question is, “what are the three or four priorities for the person in this position in the next six months? Learning the priorities will inform you of what the “hiring problem” is. In the interview, spend the initial part of the interview listening to the hiring manager talk about the position and his or her needs and think, “what is the problem that needs solving?”
Once you have the problem clearly defined, follow a two-step process. First, clearly state the experience, skills, background and education that demonstrates you can do the tasks required to fix the problem. Second, provide an action plan of how you will fix the problem. What will you do in the first 30 days on the job what will you do in the first 60 days? Your action plan items can be as simple as learning company policy and procedures so you can get along in the company or as complex as an initiating an analysis of current sales strategies and market trends. An action plan communicates to the hiring manager a high level of motivation and a proactive orientation. It says, “I am going to hit the ground running and contribute to the success of this organization right away. I have good ideas and I am eager to get started”.
What hiring manager wouldn’t love to hear a candidate talk about how they are the solution to their problem and how they are going to solve it?