Nailing the Job: WHAT ARE PROSPECTIVE EMPLOYERS REALLY LOOKING FOR? 

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HAT ARE PROSPECTIVE EMPLOYERS REALLY LOOKING FOR? 

With more than 20 years of experience in human resources under her belt, Miriam Brilleman, head of human resources at Cushman & Wakefield Tri- State, has seen a variety of “dos and don’ts” when it comes to presenting oneself in the job application and interview process, as well as how to act appropriately once an individual lands that coveted role.

Brilleman’s experience in HR spans the gamut of industries, from Citigroup to Unilever and, most recently, prior to Cushman & Wakefi eld, she worked at a German chemical company called BASF. Though she’s been employed in a number of corporate environments and has seen varying corporate cultures, Brilleman has found that much of the advice she has for others translates across the industries. Whether you’re just entering the workforce or are a seasoned vet looking for new opportunities, here are her insider tips for candidates of all ages.

1) TELL A STORY WITH YOUR RESUME. 

It’s vital to write a resume that compiles a list of accomplishments, Brilleman explains, not just a list of prior work experience. Specifi c, actionable successes that accompany each position can attest to the type of employee you are and the traits and skills you brought to each job. Once a potential employer calls for an interview, Brilleman stressed the importance of reviewing your resume to be sure you can address each point. It’s a turn-off when an interviewer asks something about your resume and you need to look over his or her shoulder to remember what you wrote.

2) GET INTERVIEW-READY. 

There are two primary areas for which preparation is vital — gathering examples from your own experiences to match the qualifi cations of the job you’re interviewing for, and researching the company and the person conducting the interview. In terms of preparing your own examples, Brilleman says every interviewee should come with fi ve to seven examples that speak to each skill the job entails. In addition to the abilities that you do have, she said to be prepared to speak about any skills listed in the job description that you do not have. For example, if a job calls for knowledge of a specifi c software and you don’t have that knowledge, but you are profi cient in something similar, research the software they’re looking for and come in with the ability to share what you do know, along with an action plan of how you can learn what they want. “That’s not cheating,” Brilleman says. “That’s preparing for an interview.” In terms of researching the company beforehand, Brilleman says people often look up the company online and memorize facts, which doesn’t show critical thought. “They want to hire somebody who wants to do this job,” she says. “That’s what they want, so you’ve got to make sure you’re showing that you care outside of those statistics.”