What Hiring Managers Want
- Frank Manfre
- 3 days ago
- 2 min read
Relevant Experience
What it means: Years and type of experience related to the role.
Why it matters: Past performance in similar roles is a strong predictor of future success.
Includes: Industry background, role-specific achievements, leadership experience.
Education & Credentials
What it means: Academic background, certifications, or licenses.
Why it matters: Especially important for roles in finance, law, accounting, consulting, and technical fields.
Includes: Degrees, MBAs, CPAs, Six Sigma, PMP, etc.
Technical & Business Skills
What it means: Proficiency in the tools, systems, and practices required for the job.
Why it matters: Ability to hit the ground running and add value quickly.
Examples:
Excel modeling or financial analysis (for analysts)
CRM systems like Salesforce (for sales roles)
Data analysis or SQL (for marketing/analytics roles)
Communication Skills
What it means: Clarity, professionalism, and effectiveness in speaking and writing.
Why it matters: Business often depends on clear reporting, presentations, negotiation, and team collaboration.
Includes: Listening skills, concise written communication, persuasive speaking.
Problem-Solving & Critical Thinking
What it means: Ability to assess challenges and develop effective solutions.
Why it matters: Businesses need professionals who can think strategically and adapt quickly.
Examples: Case study questions, situational interview responses.
Cultural Fit & Emotional Intelligence
What it means: Alignment with the company’s values & ability to navigate interpersonal dynamics.
Why it matters: High performers who clash with the culture often fail to thrive.
Includes: Empathy, collaboration, adaptability, and self-awareness.
Initiative & Drive
What it means: Self-motivation, ownership, and ambition.
Why it matters: Businesses value proactive employees who don’t wait to be told what to do.
Signs: Career progression, side projects, leadership outside of work.
References & Reputation
What it means: What former employers or peers say about the candidate.
Why it matters: Verifies claims and provides insight into working style and reliability.
Preparation is vital. Have a short examples of each of these attributes ready to relay to the interviewer at the appropriate time.
Frank Manfre
Job Search Sherpa & Career Transition Coach
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